Interview and Interdisciplinary Issue Identification

Interview and Interdisciplinary Issue Identification
YOUR NAME
NURS-FPX4010
Capella University
MONTH DAY, YEAR
Interview Summary
In the interview, the interviewer spoke with a nurse manager from an extensive hospital system in a central metropolitan area. The interviewee’s role was to oversee the nursing staff on a medical-surgical unit. The relevant issues discussed in the interview were the challenges of providing adequate care for patients with complex medical conditions, including those with multiple comorbidities and those requiring frequent transfers to other units within the hospital. The nurse manager reported that the hospital had experienced some success in addressing these issues through interdisciplinary teams, but there were still areas for improvement. The organizational culture related to collaboration was generally positive, and the hospital encouraged interdisciplinary communication and teamwork. The interviewee had previous experience working on interdisciplinary teams, and they reported that clear communication, mutual respect, and a shared commitment to patient care were essential for effective collaboration. Thus, if the interviewee had previous experience working on interdisciplinary teams, it suggests that they understand the benefits and challenges of such teams. They can contribute positively to developing and implementing interdisciplinary solutions to the identified issue.
Issue Identification
The issue identified in the interview for which an evidence-based interdisciplinary approach would be appropriate is the need for improved coordination and communication among healthcare providers to ensure high-quality care for patients with complex medical conditions. These patients often require multiple interventions from different specialties, and ensuring that these interventions are appropriately timed and coordinated is essential to optimizing patient outcomes.
Change Theories That Could Lead to an Interdisciplinary Solution
Lewin's Change Management Model is one change theory that could help develop an interdisciplinary solution to the identified issue. It is a popular framework for managing organizational change developed by psychologist Kurt Lewin and remains a relevant and widely used model for understanding and managing change in organizations. This model proposes that change occurs in three stages: unfreezing, changing, and refreezing. In the unfreezing stage, the organization prepares for change by acknowledging the need for change and creating a sense of urgency. It can be done by identifying the organization's current state, assessing its strengths and weaknesses, and creating a compelling reason for the change. This stage aims to break down the existing status quo and make it easier for the organization to adapt to new ways of doing things.
Meanwhile, in the changing stage, the organization implements the desired changes. It involves identifying and implementing new processes, systems, or behaviors. It also involves communicating the changes effectively and involving stakeholders in the process. This stage aims to make the change as smooth and effective as possible. Lastly, in the refreezing stage, the organization stabilizes the changes and ensures that they becom...