Discussion Forum (suggested level of effort: 1 hour)
The purpose of a discussion forum is for students to engage one another over topics related to the course material. An initial post by each student “sets the table” for follow-on responses by other students. In a graduate-level academic setting, the initial post is more than describing opinion by the student. Rather, it is opinion supported by published literature or other references (e.g., refereed journals, textbooks, and especially the PMBOK). The response post can be less formal but no less thoughtful in content.
Discussion Topic: Timing Issues related to Resourcing Projects
Initial Post Requirement (20 points): Minimum 300 words.
Review Section 9-3c, CPM 4e. For the Suburban Homes Construction Project or the Casa De Paz Development Project, describe a timing issue that could occur early in a project and a timing issue that could occur at the end of a project. Then, discuss how you would address each of these issues.
Response Post Requirement (10 points): Minimum 150 words. In the response post, you will provide a counter opinion or alternative point of view, not simply a reaffirmation of the initial discussion post. The response post can rely entirely on your experience or it can be a combination of your experience supplemented with information learned from the course reading materials and other references.
Assessment: You will be assessed on 1) content and 2) completeness (e.g., use of in-text citation of references used for summarizing, paraphrasing and quoting and other writing mechanics) and word count.
Guidance:See the Purdue Online Writing Lab (OWL) website for guidance on citations and references. A copy of the Purdue OWL citation chart is provided in the course home page (Moodle). Discussion forum content can include a combination of material from literature and your own personal experience. Do some research and find papers that are associated with the topic of the question. It is recommended that you use the materials provided in this course and the assigned readings in CPM 4e and the PMBOK 6e for references when appropriate for the question you’ve chosen. Online blogs are not acceptable references.
I have attached those books
Chapter 11
Promoting a Healthy
Work Environment
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Workplace Safety
• Environmental hazards
• Physical safety
• Emotional safety
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Reducing Risk
• Occupational Safety and Health Administration
(OSHA)
• Centers for Disease Control and Prevention
(CDC)
• National Institute for Occupational Safety and
Health (NIOSH)
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Reducing Risk (cont’d)
• American Nurses Association (ANA)
• Joint Commission
• Institute of Medicine (IOM)
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Reducing Risk (cont’d)
• Workplace programs: safety plan
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Consult federal, state, and local governments.
Distinguish between real and imagined risk.
Seek administrative support.
Calculate costs of program.
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Workplace Programs
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Identify potential hazard.
Assess degree of risk.
Develop a plan.
Implement the program.
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Violence
• Social issue
• High rate of assaults on hospital workers
– Threats
– Physical assaults
– Muggings
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Violence (cont’d)
• Situations that increase workers’ susceptibility
– Routine contact with the public
– Working alone or in small numbers
– Working late
– Poor security
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Violence (cont’d)
• Situations that increase workers’ susceptibility
(cont’d)
– Patients and families under stress who carry weapons
– Individuals
– Lack of experienced staff members
– Units and patients that need seclusion or restraint
activities
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What Nurses Should Know
• Does violence in the surrounding community affect
my workplace?
• Does the layout of the facility invite violence?
• Is there a prompt response by administration to
violence?
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What Nurses Should Know (cont’d)
• Are incidents being reported to and addressed by
management?
• Would training that deals with workplace violence
be adequate for employees and management?
• Which types of patients are more prone to
violence?
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Behaviors
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History of violent behavior
Delusional or paranoid speech
Aggressive and threatening statements
Rapid speech and angry tone of voice
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Behaviors (cont’d)
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Stiff posture, clenched fists, tight jaw
Alcohol/drug use
Male gender or a youth
Unrealistic policies
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When Assault Occurs: Placing Blame on
Victims
• Victim gender
– Women receive more blame than men.
• Subject gender
– Female victims receive a greater amount of blame from
women than from men.
• Severity
– The more severe the assault, the more often the victim
is blamed.
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When Assault Occurs (cont’d)
• Beliefs
– The world is a just place; therefore, the person
deserves the misfortune.
• Age of victim
– The older the victim, the more he or she is held
responsible for the assault.
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Keep an Eye Out
• Look for clues indicating potential violence.
• Call patients, family members, and visitors by their
names.
• Encourage the patient or the patient’s family to
vent anger.
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Keep an Eye Out (cont’d)
• If you feel uncomfortable, trust your intuition.
• Know your institution’s policies and procedures.
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Preventing Workplace Violence
• Have an ongoing prevention program.
• Report all violent incidents.
• Hold all patients, visitors, staff members, and
management accountable for their behavior.
• Adopt a zero-tolerance policy.
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Participate in Workplace Safety
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Assess the workplace regularly.
Know your clients.
Be alert for suspicious behavior.
Maintain behavior that helps to defuse anger.
If situation escalates, remove self and call security.
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Participate in Workplace Safety (cont’d)
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Report situation to supervisor.
Call the police.
Get medical attention.
Contact collective bargaining or state nurses’
association.
• Participate in policymaking.
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Sexual Harassment
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Behaviors Defining Sexual Harassment
• Pressuring another to participate in sexual
activities
• Asking another person about his or her sexual
activities, fantasies, or preferences
• Making sexual innuendos, jokes, comments, or
suggestive facial expressions to another person
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Behaviors Defining Sexual Harassment
(cont’d)
• Continuing to ask for a date after the other person
has expressed disinterest
• Making sexual gestures with hands or body
movements, or showing sexual graffiti or visuals
• Making remarks about a person’s gender or body
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Sexual Harassment
• Two forms of sexual harassment
– Quid pro quo
– A hostile environment
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Sexual Harassment (cont’d)
• Recommendations from the American Nurses
Association (ANA) on fighting sexual harassment
– Confront
– Report
– Document
– Support
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Latex Allergy
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Latex Allergy
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Contact dermatitis (most common)
Generalized hives
Urticaria
Rhinitis
Wheezing
Anaphylaxis
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Decreasing the Potential for Latex
Allergy
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Reducing unnecessary exposure
Using alternative gloves (nitrile)
Employee education programs
Identifying workers at risk
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Needlestick Injuries
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“Needlestick Act”
• Passed in 2001
• Revised blood-borne pathogens standards
• Obligates employers to consider safer
needle devices
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The Nurse’s Responsibilities
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Always use universal precautions.
Use and dispose of sharps properly.
Get immunized against hepatitis B.
Report all exposures.
Know the human immunodeficiency
virus/hepatitis B virus (HIV/HBV) status of
your patient.
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The Nurse’s Responsibilities (cont’d)
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Comply with post-exposure follow-up.
Support others who have been exposed.
Become active on safety committees.
Educate others.
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Ergonomics
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Preventing Back Injuries
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Participate in safety committees.
Work in teams; do not be afraid to ask for help.
Use transfer and lifting equipment.
Do back exercises.
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Repetitive Stress Injury (RSI)
• Usually affects individuals who spend long hours at
computers.
• The most common injury is carpal tunnel syndrome.
• Another injury is mouse elbow.
• Badly designed computer stations present the
highest risk.
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Preventing RSI
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•
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Monitor placement
Keyboard alignment
Mouse position
Body alignment
Vary tasks.
Use fingertips when typing.
Keep fingernails short.
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Impaired Workers
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Common Signs of Impairment
• Witnessing an employee consuming alcohol or
other substances of concern on the job
• Apparent in employee’s dress, appearance,
posture, and gestures
• Employee’s use of slurred speech and
abusive/incoherent language
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Common Signs of Impairment
(cont’d)
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•
•
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Reports from patients/coworkers
Witnessing unprofessional conduct
Employee has significant lack of attention to detail
Witnessing an employee stealing controlled
substances
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Impaired Nurse Programs (INPs)
• Most employers and 37 boards of nursing have
strict guidelines.
• INPs conducted by boards of nursing work with
employers to assist impaired nurses.
• Compassion from coworkers is of utmost
importance.
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Professional Responsibilities
• Nurses need to uphold the standards of their
profession.
• Ignoring substance abuse places clients and other
nurses in danger.
• It is important to “help a colleague obtain help.”
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Workload
• Rotating shifts
• Mandatory overtime
• Staffing ratios
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Reporting Questionable Practices
• Most employers have policies regarding reporting
behaviors that affect the workplace environment.
• Code for Nurses (2001) is specific regarding this
responsibility.
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Behaviors
• Endangering a client’s health or safety
• Abuse of authority
• Violation of rules, regulations, or standards of
professional ethics
• Gross waste of funds
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Whistleblower
• Describes an employee who reports employer
violations to an outside agency
• Do not assume “doing the right thing” will
protect you.
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Whistleblower Guidelines
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•
•
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Gather the facts.
Does the practice violate any actual law?
Know the state law requiring mandatory reporting.
Type your documentation and include day, date,
time, and circumstances.
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Whistleblower Guidelines (cont’d)
• Identify witnesses.
• Do not breach confidentiality in any way.
• Send a copy of your complaint to the chief nursing
officer or nursing department or any other
department affected.
• Utilize the ethics committee of your institution.
• Keep copies of your records.
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Nursing Responsibilities Related to Threats
of Terrorism
• Know the evacuation procedures and routes in
your facilities.
• Develop your knowledge regarding the most
likely and most dangerous biological weapons.
• Monitor for unusual disease patterns.
• Know the back-up systems for communication
and staffing.
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Enhancing the Quality of Work Life
• Social environment
– Working relationships
– Supporting your peers and supervisors
• Involvement in decision making
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Enhancing the Quality of Work Life (cont’d)
• Professional growth and innovation
– Encourage critical thinking.
– Seek educational opportunities.
– Encourage new ideas.
– Reward professional growth.
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Understanding Cultural Diversity
• Communication
• Space
• Social organization
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Organization Diversity Fitness
• Personnel reflect the current and potential
population that the organization serves.
• Silence and gestures are respected.
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Organization Diversity Fitness (cont’d)
• Awareness of special family and holiday
celebrations
• Individuals first; culture second
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Managing Diversity
• Be aware of and sensitive to your own culturebased preferences.
• Explore your own biases and values.
• Be knowledgeable about other cultures.
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Managing Diversity (cont’d)
• Be respectful of and sensitive to diversity among
individuals.
• Be skilled in using and selecting culturally sensitive
intervention strategies.
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Do’s and Don’ts for Managing Diversity
DO
DON’T
Recognize diversity
Pretend everyone is alike
Value diversity
Expect everyone to conform
to the prevailing culture
Develop informal supports
Seek a quick solution
Ensure fairness
Develop different standards of
performance
Make the preceding principles
an integral part of your
philosophy
Expect one workshop to solve
the problem
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Conclusion
• Workplace safety is a growing concern.
• IOM and Joint Commission will continue to impact
workplace safety issues.
• Support the ANA.
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