Develop a 4-page quality/performance improvement framework for your doctoral project.

Quality/performance improvement (QI/PI) frameworks are used to establish and evaluate processes in practice. The most common models for such a framework are Plan-Do-Study-Act (PDSA) and Six Sigma Define, Measure, Analyze, Improve, Control (DMAIC). The purpose of this assessment is to use key information from your project charter to develop a QI/PI framework from which you will begin developing a project implementation plan and logic model in the next assessment.

Demonstration of Proficiency

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

· Competency 1: Align the project charter with a continuous improvement model.

1. Describe the current practice needing improvement.

1. Explain how QI/PI data will be collected and analyzed.

1. Describe the proposed QI/PI changes and expected outcomes.

1. Explain how changes in quality or performance will be evaluated.

1. Apply APA style and formatting to scholarly writing.

Instructions

Is about reducing falls in a primary care clinic with the implementation of a fall risk management protocol, now the clinic doesn’t use any protocol.

Develop a quality/performance improvement (QI/PI) framework for your project, aligned with your project charter. Choose a model for your framework, using the PDCA or DMAIC model, a model used in your organization, or another familiar reputable model that is suitable for your project. PDCA or DMAIC model information and examples are included in Resources.

Provide a succinct, scholarly narrative that reflects the content of your model and addresses the key points outlined below:

Graded Requirements

Each of the main tasks corresponds to scoring guide criteria. Read the performance-level descriptions in the scoring guide for each criterion to see how your work will be assessed.

· Describe the current practice needing improvement.

1. What is the problem and its root cause?

1. What is the gap between what is and what should be?

1. What evidence supports your assertions and conclusions?

· Describes a QI/QP framework that will support and guide the project.

2. What do you need to accomplish to meet the project objectives and outcomes?

2. What formative assessments will help you ensure that the project is on course?

2. Which framework will assist you in guiding the entire project?

· Explain how QI/PI data will be collected and analyzed.

3. What data is needed?

3. How will you record and organize collected data?

3. What are appropriate data analysis methods for the type of data you will be collecting?

· Describe proposed QI/PI changes and expected outcomes.

4. What are appropriate measures for determining actual improvement?

4. How feasible are the proposed changes and what are the relevant contextual factors that can affect expected outcomes?

· Explain how changes in quality or performance will be evaluated.

5. What evaluation tools or methods will you use?

5. What criteria will you use to evaluate outcomes?

· Write clearly and concisely in a logically coherent and appropriate form and style.

6. Write with a specific purpose and audience in mind.

6. Adhere to scholarly and disciplinary writing standards.

6. Proofread your writing to minimize errors that could distract readers and make it difficult for them to focus on the substance of your introduction.

· Apply APA style and formatting to scholarly writing.

follow all directions

 

DISCUSSION QUESTIONS

1.What are the benefits and the challenges of offering group psychotherapy services within both inpatient and outpatient clinical environments?

2.Discuss key components of group process that occur during all phases of group development, giving examples of patient-focused activity that occurs during each phase.

3.Describe how various theoretical orientations could be used when leading short-term group psychotherapy. What patient populations or clinical presentations would be best served by each theoretical framework.

4.Discuss the benefits and challenges of using one or two group therapists during a psychotherapeutic intervention.

5.Discuss the importance of identifying ground rules, especially in relation to confidentiality for group psychotherapy services.

6.Describe how group psychotherapy differs from individual psychotherapy and describe the types of patients who might be better served by group psychotherapy.

7.Identify a specific group you would like to lead in your practice and discuss the purpose, your target population, how you would screen and recruit participants, establishing a fee schedule, the time frame (open or closed), number of participants, theoretical orientation for the group, selection of a co-therapist or why you do not want a co-therapist, marketing and advertising, and length of each session.

To reflect, write one or two paragraphs with a minimum of 150 words, scholarly written, APA formatted, and referenced. A minimum of two references are required (other than your text). Refer to the Grading Rubric for Online Discussion in the Course Resource section. (For this week, a peer response is not required).

 You have had the opportunity to review thermoregulation as is pertains to the human body. With this discussion, you will need to explain what thermoregulation is and why is it important? 

  

Respond using APA, at least 2 scholarly references

Leadership and a Healthy Work Environment

    Leadership involves the relationship between a leader and followers with the behaviors or attributes of the leader influencing whether employees consider a work environment to be healthy. Various theories exist about the way leaders and followers construct a social order in organizations leading to a healthy work environment (Vidman & Stromberg, 2020). My perception of a healthy work environment is one in which employees are satisfied with their work, work towards a common goal, and there is no conflict with managers or other employees. Leadership is the single most important factor influencing the employee’s work environment in an organization.

    One insight from the literature about leadership is that managers who inspire workers to do their best contribute to a healthy work environment. Transformational leadership theory proposes that the way leaders use a positive relationship with followers can inspire others to adopt a common goal and voluntarily work towards achieving the goal (Pourbarkhordari et al., 2016). An element of transformational leadership is inspirational motivation by the leader that involves encouraging and motivating employees. The concept of transformational literature gave me insight into the way a manager at a part time job where I worked was able to motivate employees. The manager was always optimistic about the future even when the job we were assigned seemed impossible to do in the time allowed. The manager helped us understand that if the staff worked together as an efficient team, we could meet the deadline even though it seemed difficult. The manager also showed us how to perform tasks more rapidly. Because of these behaviors, we felt like a team and were always focused on helping each other. Even though the work was difficult, the work environment seemed positive and friendly.

    I gained another insight about leadership from literature focusing on authentic leadership theory. The theory defines authentic leadership as altruistic and transparent behaviors, which also has an association with a healthy work environment (Giordano-Mulligan & Eckhardt, 2019). Authentic leaders consistently act on their values and beliefs and demonstrate integrity. The leadership approach also involves followers in decision-making about the best approach to perform tasks. On another part-time job that I once had, the manager was responsible for a group of employees that work her floor. A rule set by the manager was that all employees should be on time for work to avoid unfairly burdening the other employees. One of the employees, however, was always late. The manager terminated the employee and took the employees place until a replacement could be hired. The manager created a healthy work environment by fairly addressing a personnel problem consistent with stated values and beliefs while minimizing the burden of the decision on other employees.   

References

Giordano-Mulligan, M., & Eckhardt, S. (2019). Authentic nurse leadership conceptual framework. Nurse Administration, 43(2), 164-174. https://doi.org/10.1097/NAQ.0000000000000344    

Pourbarkhordari, A., Zhou, E., & Poukarimi, J. (2016). Role of transformational leadership in creating a healthy work environment in business setting. European Journal of Business and Management, 8(3), 57-70. https://core.ac.uk/download/pdf/234627054.pdf 

Vidman, A., & Stromberg, A. (2020).  Leadership for a healthy work environment- a question of who, what, and how. Leadership in health Services, 34(1), 1-15. https://doi.org/10.1108/LHS-06-2020-0041