Being who we say we

areDeveloping Team

“me” in team

We all want to provide the highest quality of care possible for residents. But despite our desires and efforts, serious quality issues continue to occur.

Research showed that teamwork leads to staff satisfaction; when people feel involve in the decisions making of the home, patient safety increase, quality of care improved and more resident satisfaction.

Our home staff are committed, intelligent, and hardworking.

The leadership team goal is to promote a culture in which our employees support the home, focusing on improving the quality of care, the residents life and the work environment.According to Maslow (1943) people are motivated by five needs, ranging from biological to higher(self-actualization) needs.

People are not motivated by esoteric ideas. People are motivated to meet their basic needs, to pay the bills, be happy, be valued.

'It is quite true that man lives by bread alone — when there is no bread. But what happens to man’s desires when there is plenty of bread and when his belly is chronically filled?At once other (and “higher”) needs emerge and these, rather than physiological hungers, dominate the organism. And when these in turn are satisfied, again new (and still “higher”) needs emerge and so on. This is what we mean by saying that the basic human needs are organized into a hierarchy of relative prepotency' (Maslow, 1943, p. 375)

McLeod, 2014

Effective Team Building

Building Trust Between

Management and Employees

Organizational

Support of Teamwork

Setting Up Teams for Success

Team Empowerment

Team Plusses opportunitiesissues new thinking (Grivas 156)

Team making• Most clinical problems experienced in long-term care involve multiple

worker types, multiple levels of the home, multiple departments, and across shifts, teams must model and direct the practice changes in the home that will allow the team to enhance clinical outcomes and improve the work environment.o A multidisciplinary team that all areas of the home are

represented(CNAs, Nursing, Environment Services, etc.)o Every participants have an equal voice, and vote. Individuals roles in

the home is not a factor; everyone is equal- flat governing bodyo The team identify issues in the home and everyone provides a solution

using the framework: plusses, opportunity, issues or challenge with implementing the solution, the team as a whole engage in new thinking to develop solutions for the home that everyone contributes.

o Identify a team leader. Preferably a member from that is a frontline staff and not if possible from the leadership team. The team can decide when to meet. All shifts should have a representative( be mindful of date and time, with the overnight shift) The team leader role can rotate based on the team preferences.

ResultsA Study of long term care and research report discovered that implementing teamwork initiatives; nursing home have found a positive result(Agency for Healthcare Research and Quality, 2012.):

o Long-term care facilities participating in a quality improvement program that promoted staff working together as a multidisciplinary team to improve communication experienced a 48 percent reduction in the CMS high-risk pressure ulcer quality measure (Horn, et al., 2010).

o A decreased clinical error rate from 30.9 percent to 4.4 percent, along with an increase in positive attitudes toward teamwork (Morey, 2002).

o A 27 percent reduction in nurse turnover (DiMeglio, 2005).

• Farrell, Brady & Frank(2011)discuss the turnover cost:

Position Per Person Annual Cost

RN $3,899 $53,889

LPN $4,193 $62,895

CNA $3,207 $205, 248

Other $2,692 $131,908

Total 2004 $453,940(p.182)

A team is a small number of consistent people with a relevant, shared purpose, common performance goals, complementary and overlapping skills and a common approach to its collective work. Team members hold themselves mutually accountable for the team's results and outcomes (Wiecha, & Pollard, 2004)

References• DiMeglio, K., S. Lucas, C. Padula, et. al. "Group Cohesion and Nurse Satisfaction". Journal of Nursing

Administration 35:3 pgs. 110-120, (2005).• Farrell, D., & Brady, C. (2011). Meeting the leadership challenge in long-term care: What you do

matters. Baltimore: Health Professions Press.• Grivas, Chris, Gerard Puccio. The Innovative Team: Unleashing Creative Potential for Breakthrough

Results. Jossey-Bass, 2011-12-05. VitalBook file.• Horn SD, Sharkey SS, Hudak S, et al. "Pressure Ulcer Prevention in Long-term Care Facilities: A pilot

Study Implementing Standardized Nurse Aide Documentation and Feedback Reports." Advances in Skin & Wound Care 23(3):120-131.

• Instructor Slides: TeamSTEPPS Long-Term Care Version: Module 1. November 2012. Agency for Healthcare Research and Quality, Rockville, MD. http://www.ahrq.gov/professionals/education/curriculum-tools/teamstepps/longtermcare/module1/igltcintro.html

• Maslow, A. (1943). A Theory Of Human Motivation. Psychological Review, 370-396. Retrieved March 8, 2015, from http://psychclassics.yorku.ca/ Maslow/motivation.htm

• McLeod, S. (2007, September 17). Maslow's Hierarchy of Needs. Retrieved March 8, 2015, from http://www.simplypsychology.org/maslow.html

• Morey,J. C., Simon, R. J., Jay, G. D., Wears, R. L., Salisbury, M., Dukes, K. A., and Berns, S. D. "Error Reduction and Performance Improvement in the Emergency Department through Formal Teamwork Training: Evaluation Results of the MedTeams Project. Health Services

Research 37 (6), 1553-1581. (2002)• Wiecha, J., & Pollard, T. (2004). The Interdisciplinary eHealth Team: Chronic Care for the Future.

Journal of Medical Internet Research, 6(3), e22. doi:10.2196/jmir.6.3.e22