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Improving workplace attitude for nurses at Peace Arch Hospital s ACE unit

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Improving workplace attitude for nurses at Peace Arch Hospital s ACE unit

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    1. Improving workplace attitude for nurses at Peace Arch Hospital’s ACE unit By Kara E. Hatt

    2. Introduction

    3. Introduction Would you like to know how to improve nurses’ attitude at the ACE unit? Have you ever wondered how to feel better about yourself while on the job? A change plan will demonstrate that when nurses do not receive the positive feedback from management which they feel they deserve, their attitude about work is negatively affected.

    4. Introduction This is serious because it could have an impact on patients. Appreciative Inquiry is the answer to the question of how to feel better on the job. It can highlight the positive aspects of the ACE environment and build from there to teach nurses that if they adjust their expectations of feedback and trust within themselves that they are performing well, then they will learn to be content knowing that their best is “good enough”. As a result, workplace attitude will improve.

    5. Organizational Culture Organizational culture involves the attitudes, experiences, beliefs, and values of an organization and is relevant because nurses’ negative attitudes affect ACE’s organizational culture. In the academy culture at the ACE unit, employees are “…highly skilled and tend to stay in the organization while working their way up the ranks. The organization provides a stable environment in which employees can develop and exercise their skills” (www.managementhelp.org/org_thry/culture/culture.htm). While the environment is relatively stable, it could stand to be more positive.

    6. Appreciative Inquiry Appreciative Inquiry (AI) can be used to improve the organizational culture of the ACE unit. It is a change model, “…founded on the heliotropic principle which notes that plants [and people] grow towards their source of light”. So people are, “…drawn towards positive images of the future and positive actions, based on the affirming, energizing moments of their past and present” (Michael, 2005).

    7. How does AI work? AI seeks to identify the best in situations and people so that it may be understood what motivates others. There are four stages to AI: 1) Discovery; 2) Dream; 3) Design; 4) Destiny. To progress through the stages means to highlight what is already positive, and nurses envision something better together and then take action to produce a better organization. Also, staff co-create together and just let go of the negative. Through this process, nurses can value their inherent worth more and will not depend on managerial feedback for validation. Hence a more positive working environment is created.

    8. Discovery Storytelling by nurses is encouraged and interviewing takes place at this time to identify the culture’s strengths and when each person felt most alive on the ACE unit. Rick Hansen will be speaking during this phase to inspire nurses and to encourage them to identify what is already working well for them. Hence, they may gain a more realistic view of the importance of managerial feedback.

    9. Viktor Frankl

    10. Viktor Frankl A Swiss psychiatrist named Viktor Frankl taught that the one thing in our control is the ability for individuals to choose their attitude about a given situation. This applies to the ACE unit because even though nurses feel taken for granted by management, they can still identify what is good in a situation and this ability epitomizes the discovery phase.

    11. Dream

    12. Dream Hereby envisioning a better working environment, individuals are asked how they may be more supportive of each other. Interviewing takes place to build on exceptional life moments identified in discovery to envision what ACE could be in the future.

    13. Dream A focus group will be held so that open discussion among nurses may facilitate a vision for a better working situation with management. Michael Dwyer will speak to nurses to facilitate the collaboration process that takes place at this phase.

    14. Design

    15. Design Here attention turns to creating the ideal organization and nurses are more specific about starting to function differently together. Interviewing will revolve around identifying possible changes to verbal exchanges with management related to feedback.

    16. Design Debra McPherson will be invited to speak to help nurses identify specifics about how to function better. She will offer tangible suggestions about how to approach the issue of feedback from management. She will show that while nurses may function better with feedback; they should not expect it from management. This speaker identifies the ideal situation for nurses.

    17. Destiny By empowering each other at this stage, the power of the positive change core is lived out. The nurses’ strength as a group is identified in shaping expectations of how management gives feedback to them and a more harmonious organizational culture results.

    18. Destiny A focus group will take place to provide nurses the opportunity to share how far they have come on their journey towards not expecting feedback but appreciating when it is given on the rare occasion. Also, Anthony Robbins will speak over dinner for nurses and management and will empower each person to give more positive feedback to each other. A new supportive culture will be celebrated

    19. Conclusion Through this presentation you will have identified that expecting less feedback can be beneficial as you learn to value your own best efforts. By honoring the valuable aspects of your current work situation, you can strive to imagine a better working environment and learn to be more supportive of others.

    20. Conclusion In addition, you can learn that your best performance is valuable with or without receiving feedback as you learn to empower fellow nurses and have realistic expectations about feedback.

    21. Conclusion The findings of this research will be disseminated through television advertisements on CBC, printed materials such as pamphlets and booklets at British Columbian hospitals, and through discussion on CBC radio. Funding comes from a grant from Health Canada.

    22. Thanks to: www.managementhelp.org/org_thry/culture/culture.htm Michael, S. (2005). The promise of appreciative inquiry as an interview tool for field research. Development in Praise, Vol. 15, Number 2. Image 1: http://www.a-fib.com/images/NursesBig.jpg. Retrieved from http://www.a-fib.com/PersonalExperiences.htm. Image 2: http://www.geocities.com/~webwinds/frankl/frankl.jpg. Retrieved from http://www.rjgeib.com/thoughts/frankl/frankl.html Image 3:http://bluurb.files.wordpress.com/2007/05/dreams.jpg. Retrieved from http://bluurb.wordpress.com/2007/05/ Image 4: http://www.merrowmedia.com/alien_flower_dance_new.gif. Retrieved from http://www.merrowmedia.com/

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