HCA 675 What are the differences you see between a culture of accountability, where people are held accountable for the mistakes they make, and the Just Culture approach, where mistakes are not punished, but seen as methods of learning?

Grand Canyon University HCA 675 What are the differences you see between a culture of accountability, where people are held accountable for the mistakes they make, and the Just Culture approach, where mistakes are not punished, but seen as methods of learning?-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University HCA 675 What are the differences you see between a culture of accountability, where people are held accountable for the mistakes they make, and the Just Culture approach, where mistakes are not punished, but seen as methods of learning? assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for HCA 675 What are the differences you see between a culture of accountability, where people are held accountable for the mistakes they make, and the Just Culture approach, where mistakes are not punished, but seen as methods of learning?                            

Whether one passes or fails an academic assignment such as the Grand Canyon University HCA 675 What are the differences you see between a culture of accountability, where people are held accountable for the mistakes they make, and the Just Culture approach, where mistakes are not punished, but seen as methods of learning?  depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for HCA 675 What are the differences you see between a culture of accountability, where people are held accountable for the mistakes they make, and the Just Culture approach, where mistakes are not punished, but seen as methods of learning?                          

The introduction for the Grand Canyon University HCA 675 What are the differences you see between a culture of accountability, where people are held accountable for the mistakes they make, and the Just Culture approach, where mistakes are not punished, but seen as methods of learning?  is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for HCA 675 What are the differences you see between a culture of accountability, where people are held accountable for the mistakes they make, and the Just Culture approach, where mistakes are not punished, but seen as methods of learning?                          

After the introduction, move into the main part of the HCA 675 What are the differences you see between a culture of accountability, where people are held accountable for the mistakes they make, and the Just Culture approach, where mistakes are not punished, but seen as methods of learning?  assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for HCA 675 What are the differences you see between a culture of accountability, where people are held accountable for the mistakes they make, and the Just Culture approach, where mistakes are not punished, but seen as methods of learning?                          

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for HCA 675 What are the differences you see between a culture of accountability, where people are held accountable for the mistakes they make, and the Just Culture approach, where mistakes are not punished, but seen as methods of learning?                            

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for HCA 675 What are the differences you see between a culture of accountability, where people are held accountable for the mistakes they make, and the Just Culture approach, where mistakes are not punished, but seen as methods of learning? 

Re: Topic 4 DQ 1

The approach of Just Culture in an organization includes “Adopting one model of shared accountability, learning from mistakes vs. blaming individuals, managing behavioral choices (human error, at-risk behavior, reckless behavior), designing safety into all clinical systems and processes, Commitment of organization/leadership to shared goals” (Allyn, 2019, key components of just culture). With this type of culture there is an increase in the number of reporting issues which leads to increased safety, as one is not punished, but looked at as an opportunity for learning to occur (Allyn, 2019). This type of culture allows people to speak up without fear of being reprimanded. When people feel safe to report issues without being reprimanded, they tend not to cover up or hide details associated with error (Allyn, 2019). For some, learning and change may not occur without consequences.

We have adopted the just culture approach in my organization. Since the implementation of the just culture approach, we have seen a huge increase in reporting which has allowed us to provide further education or perhaps a change in the process. Prior to this is was an “us against them” mentality, staff against management, where people would not report, cover-up for other staff when issues occurred. However, this never allowed management to correct the issues through education and process changes. I will also add, it did take some time to make the transition, but as people in the organization began to see that issues brought up were looked at as an opportunity to improve versus punitive, reporting increased so that positive changes through education and process could be made.

The culture of accountability holds people accountable for their actions and mistakes. Culture of accountability can have a positive impact through the production of “organizational success, human fulfillment and the creation of real value” (Partners in Leadership, 2010). “When healthcare organizations hold themselves and their employees accountable, they can learn from mistakes and continuously improve operations. A culture of accountability in healthcare improves doctor-patient trust, reduces the misuse of resources, and helps organizations provide better quality care” (PowerDMS, 2018). However, with the culture of accountability people may not bring forth issues for fear of punishment or the punishment of a co-worker. When issues are not brought forth, they cannot be resolved. The fault may not lie on the person who is assumed to have made the mistake, it may be a process issue or a combination of events that lead to the issue/incident.

References

Allyn, J. (2019). Just culture: balancing accountability with quality and safety. Retrieved from https://www.rsna.org/en/news/2019/February/Just-Culture-Background

Partners in Leadership. (2010). A culture of accountability. Retrieved from https://www.partnersinleadership.com/insights-publications/a-culture-of-accountability/

PowerDMS. (2018). Creating a culture of accountability in healthcare. Retrieved from https://www.powerdms.com/blog/creating-culture-accountability-healthcare/

Sample Answer 2 for HCA 675 What are the differences you see between a culture of accountability, where people are held accountable for the mistakes they make, and the Just Culture approach, where mistakes are not punished, but seen as methods of learning? 

There are two different approaches to dealing with mistakes, either mistake is punished or seen as a way of learning. Each approach has its pros and cons. holding one accountable for their mistakes may increase their credibility. Additionally, it may help reduce bad behaviors in the workplace. People tend to stay away from trouble with and things that would get them punished (Redlein, Höhenberger, & Turnbull, 2020). Furthermore, when one is held accountable, others can learn hence avoiding similar mistakes. Limitations associated with this culture entail the fact that it creates an atmosphere of fear that may disrupt one’s ability to function efficiently. Employees may be afraid to try new ways of dealing with complex situations due to fear of being held accountable (Redlein et al., 2020). Also, it leads to an inflexible workplace where rules are sickly followed even those that might be harmful to patients or medical staff.

On the other hand, perceiving mistakes as ways of learning and failing to hold individuals accountable has its cons and pros. It makes people free to discuss their mistakes. Also, it makes people to easily learn from their colleagues when they share their experiences with those who have passed through a similar problem (Redlein et al., 2020). Little criticism without holding individuals accountable may motivate them to work smart to avoid similar mistakes in the future. It also gives them a sense of worth and respect. On the contrary, there are people who only learn when pressed to the wall. Failure to hold such people accountable may impact negatively organizational performance (Redlein et al., 2020). The effeteness of holding people accountable depends on particular factors such as the nature of the mistake, it might be good and bad at the same time.

References

Redlein, A., Höhenberger, C., & Turnbull, P. (2020). Workplace Management. In Modern Facility and Workplace Management (pp. 177-222). New York: Springer.

HCA 675 Topic 4 DQ 2 Sample Answer

A history of concern exists when revealing medical errors to patients related to liability, financial, and reputational. However, overall most agree that it is an ethical obligation to disclose medical errors to patients Moffatt-Bruce, Ferdinand & Fann, 2016). Financial and reputational concerns stem from the belief that if error is disclosed the public will become aware, ruining the reputation, then clinical volumes will decline negatively affecting the financial aspect. Hospital leaders worry that liability cost will rise due to error disclosure (Mofatt-Bruce, et al., 2016). Which I believe would be true if the disclosure is not handled in the appropriate manner. 

Organizations that choose to reduce risk through addressing error in order to better systems can be challenging. People may continue to see these errors as individual failure instead of relating it to the system (Mofatt-Bruce, et al., 2016). This is where the importance of a just culture within the system proves beneficial. That the reporting of human error will not lead to consequences of punishment (Mofatt-Bruce, et al., 2016). This will lead to improvement in process creating a safer environment. “Organizations may benefit from involving patients and surgeons in a structured communication process around disclosure, thereby addressing their concerns in real time. Without these steps, transparency efforts and risk mitigation may backfire if clinicians avoid discussion for fear of feeling exposed or if patients and families become aggravated by a perceived lack of information exchange” (Mofatt-Bruce, et al., 2016, para.5). The disclosure of errors may “result in substantial reduction in medical malpractice lawsuits, lower litigation costs, and a more safety conscious environment” (Mofatt-Bruce, et al., 2016, para. 9). Through the communication-and-resolution program, health systems and liability insurers are supporting the disclosure of errors in order to proactively seek a resolution. During this transparency with the patient, an apology is provided and compensation if appropriate (Mofatt-Bruce, et al., 2016). 

References 

Moffatt-Bruce, S., Ferdinand, F. & Fann, J. (2016). Patient safety: disclosure of medical errors and risk mitigation. Retrieved from https://www.sts.org/sites/default/files/documents/patient_safety/DisclosureofMedicalErrors.pdf