I work in a pediatric CVICU, and an ongoing issue has been the willingness and acceptance of nursing staff to fully utilize technology to its intended extent. There are those who have worked on this unit for a long time and dislike the change, those who simply miss updates, and there is inconsistency in staff education. Etiometry monitoring is an excellent example of this.
My unit recently spent a significant amount of money installing Etiometry monitors in each and every patient room. It was explained to us when we first got it that these monitors can collect and analyze vital patient data, help determine risk, make informed care decisions, and reduce costs. Etiometry monitoring was designed to collect data from patients that is frequently overlooked and aid in the prediction of major events. However, once these monitors are installed, they are frequently regarded as unnecessary pieces of equipment.
None of the nursing staff had been properly trained to interpret and comprehend the etiometry data. The majority of the nursing staff was simply taught to turn on the monitors and report specific numbers to providers. This has resulted in a disregard for etiometry monitoring. The monitors are frequently pushed out of the way and are not even turned on. This is just one example of how valuable technology is being underutilized; I’m sure most of us have dozens of similar examples involving equipment, charting, software, and so on.
Kurt Lewin’s Change Theory could be applied to this issue, as well as many others concerning nursing practice changes and improved technology use. Unfreezing, movement, and refreezing are the three stages of Lewin’s Change theory (Current Nursing, 2020). During the unfreezing phase, you must overcome resistance and create a driving force for behavioral change. The movement phase entails the actual change or changing thoughts or behaviors. And refreezing is the process of making the change or new behavior habitual. I am unable to say whether this is the best theory. There are numerous nursing theories that can be applied to a variety of situations.
I agree with Barbara that WPV refers to incidents in which people are threatened, abused, or assaulted at work. Physical, verbal, and psychological violence are all possibilities. However, any form of workplace harm impairs individual performance (Mento et al., 2020). In most workplaces, sexual or racial harassment is common.
As a result, preventing WPV protects vulnerable workers from harm. Hospitals care for a variety of patients who have multiple health issues. Unfortunately, some patients become abusive and assaultive as a result of their conditions. Nurses are expected to manage these chaotic patients, which can be a difficult task. Because abusive patients are mentally ill, the WHO does not consider them to be WPV orchestrators (Xu et al., 2019).
To avoid putting nurses at risk, healthcare facilities monitor patients’ situations. As a result, when receiving medical care, chaotic patients are restrained. Despite dealing with abusive patients, some nurses interact with rude nurse-leaders who put workers under pressure. As a result of working under duress, employees become unproductive.
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