Reflect on the “IHI Module PS 203: Pursuing Professional Accountability and a Just Culture.” As a future DNP leader describe what quantitative and qualitative data you could use to assess the culture of your practice site or organization. Explain how you can create shape and sustain a culture of safety for your site or organization using the six domains of a culture of safety. How will you inspire motivate and inform your organization on a journey of zero harm? Provide rationale and support for your explanation.
In my reflection of the “IHI Module PS 203: Pursuing Professional Accountability and a Just Culture.” I believe that as a future DNP leader, the quantitative data that I could use to assess the culture of my organization is the employee turnover rate. This data will reveal whether there is a positive or negative culture. A high turnover rate will imply there is a negative culture driving employees away while a low turnover rate will imply there is a positive culture keeping employees happy. The qualitative data that I could use to assess the culture of my organization includes job satisfaction, innovation, competitiveness, team orientation, and outcome orientation.
I can create, shape, and sustain a culture of safety for my organization using the six domains of a culture of safety. I will create a compelling vision for safety to ensure all stakeholders adopt practices aimed at supporting the culture of safety. Also, I will create an environment of trust, inclusion, and respect. This is vital in ensuring all stakeholders are actively engaged in the creation, adoption, and sustenance of a safety culture (Sexton et al., 2018).
I will inspire, motivate, and inform my organization on a journey of zero harm by ensuring all employees are directly involved in the process. First, I will have to educate and sensitize them on the significance of eliminating all risks that may cause harm to them at the workplace (Aloia, 2020). Thereafter, I will incorporate their input into creating strategies aimed at facilitating zero harm. This way, every individual will actively push to promote the strategies since they are personally invested in their success.
Aloia, T. A. (2020). Should zero harm be our goal? Annals of surgery, 271(1), 33-36.
Sexton, J. B., Adair, K. C., Leonard, M. W., Frankel, T. C., Proulx, J., Watson, S. R., … & Frankel, A. S. (2018). Providing feedback following Leadership WalkRounds is associated with better patient safety culture, higher employee engagement and lower burnout. BMJ quality & safety, 27(4), 261-270.