MSN CLASS Develop a 5-10 year strategic plan for achieving specific health care quality and safety improvements, based on the analysis you completed in Assessment 1(attached). Use either an AI approac

MSN CLASS Develop a 5-10 year strategic plan for achieving specific health care quality and safety improvements, based on the analysis you completed in Assessment 1(attached). Use either an AI approac
The Environment Analysis of Care Settings Name University NURS-FPX6210 Leadership and Management for Nurse Executive Carie Braun Date The Environment Analysis of Care Settings Patients expect that healthcare practitioners will provide them with quality, timely and safe treatment and guidance in healthcare settings. Over the years, I have been involved in delivering care to numerous patients; therefore, I understand the importance of evidence-based practice and technology in health settings to promote safety and quality. Thus, this paper will discuss essential elements to promoting patient satisfaction and meeting healthcare objectives, including the Appreciative Inquiry, SWOT analysis, comparison of approaches and leadership traits. Part 1: The AI discovery and Dream Appreciative Inquiry is a participative and patient-centered approach geared towards ensuring quality is provided to the patients. Therefore, healthcare practitioners collaborate with the patients to discover new methods of delivering care, thus promoting positive changes. It involves understanding the patient’s diverse needs and expectations from the healthcare facility, thus ensuring safety, satisfaction and reduction of healthcare errors and negligence associated with higher costs and time wastage. (Fileborn et al. 2020). Within our facility, the interview questions were developed based on the operations of our facility and the goals, objectives, and mindset of the practitioners. The nurses, physicians, Lab attendants and supervisors were interviewed, where questions were based on their careers, experience levels and qualifications, although time was limited to ten minutes for every interview. Some interview questions included; How do your knowledge, skills and competencies help achieve our organizational goals? What do you value about the organizations? Do you feel that our patients are satisfied with the delivered care? What improvements should be made for better patient satisfaction? The AI includes a four-dimensional approach, including destiny, discovery, dream, and design. Through discovery, we would understand the challenges, weaknesses, and positive changes to be made in our organizations, thus improving quality. These stories collected during the interview will be essential in promoting growth and success; first, we will want to understand how individual skills and competencies are related to organizational success. These skills relate to evidence-based practice and promoting holistic care to patients. Although the questions are personal, we will maintain the respondent’s unanimity. (Zoll et al. 2021). The knowledge and skills will help understand potential loopholes in quality delivery that could be improved through in-service training, re-tooling and practice, thus promoting success. Through the story of the organization’s value, we will understand potential issues that may lead to demotivation or affect the delivery process. One nurse said they value teamwork and motivation programs like promotion, payment for time off and continued training to acquire new skills. However, she said she has issues with a low nurse-to-patient ratio and is forced to work long hours. Therefore the management’s advice is to increase their staffing levels to reduce burnout. Regarding patient satisfaction, the staff argued that it differs with the individual patients, their expectations and how care is delivered to them. For example, patients that get pressure ulcers from being in the same position for a long time are more likely to be unsatisfied with care delivery since they expect better when attending hospitals. However, the evidence that may prove this information is healthcare reimbursement from insurance companies where when patients are unhappy or found with hospital-acquired illnesses, the reimbursements are lower according to pay-for-performance guidelines. However, the respondents agreed that a positive culture of communication, democracy in decision making and mentorship has led to the organization’s success. 2: The SWOT Analysis The analysis involves an examination of strengths, weaknesses, opportunities and threats to the organization’s environment. The elements help understand issues in the facilities and create a blueprint for inclusivity when making decisions. The SWOT analysis was made through interviews, observation, and surveying the available data. (Benzaghta et al. 2021). The respondents were requested to participate voluntarily in the process, and the information provided would be unanimous. The strengths included areas that the organization that performed great. The first strength was the hired nurses were qualified ad certified. They have the necessary knowledge, skills and competencies to address patient’s issues. A second strength is the continuous training and mentorship of healthcare practitioners, thus ensuring they have the necessary skills to address dynamic patient needs. The use of computer software is another strength since it is used in managing patient records to ensure proper communication in the healthcare facility. The weaknesses are poor nurse-to-patient ratio, which is demotivating and leads to burnout. Secondly is insufficient funding for innovation in the facility. The opportunities involve hiring more staff and promoting innovative activities in the facility, which may lower patient costs. Finally, threats are new diseases, especially cancer reports and covid19. My area of concern in the SWOT analysis is the poor nurse-to-patient ratio in the facility. Patients, especially those in the critical and emergency care units, require at least one nurse per patient. However, in our facility, this has not been properly implemented. In some states like California, there are legal ratios between patients and nurses. This is an area of concern since nurses may suffer burnout and demotivation while patients do not receive proper care. It can be solved by training and hiring more nurses and healthcare practitioners to address such patient needs. 3: Comparison of Approaches Based on the analysis, I think that SWOT and AI differ significantly, although they are both essential in promoting care in the organization. The SWOT analysis is more holistic since it focuses on the positives, negatives, and areas to be improved when delivering care. However, AI is more oriented toward the positive aspects. (Hosseinnejad et al. 2022). However, my mindset was that SWOT analysis would be superior since it also looks at the weaker dimensions and determine improvement. When finding appropriate data, quantitative and qualitative data from the interviews, questionnaires and patient records were properly reviewed for further information. Additionally, the financial information and healthcare practitioner’s reports were significant. The similarity between AI and SWOT is that they seek to understand the situation at the healthcare facility by focusing on the positive and negative aspects and then determining improvements. However, the AI is more person-centered since, through interviews and questionnaires, one can develop a good relationship with caregivers to provide further details for the study. The other difference is SWOT focuses on both negative and positive perspectives, while AI looks at individualized views regarding the organization. (Dangga et al. 2022). 4: The Leadership Traits and Skills For a better organization’s success and quality delivery, leaders should be courageous, humble and have a vision. Courage occurs when the facility is faced with problems. For example, after the incoming of covid19, most caregivers feared contracting the disease, but leaders should have encouraged them to keep working and protecting themselves. Good communication and listening skills from the leaders ensure others are encouraged to provide the right quality. The leaders should also be innovative, especially when identifying challenges the organization is exposed to and developing countermeasures. The AI approach promotes transformational leadership traits by encouraging teamwork and communication to promote success. For AI to be achieved, the leader should have the necessary communication skills, and motivate, mentor, and inspire others toward the goals. While problem-solving leaders are encouraged through SWOT analysis since the approach identifies issues in the healthcare facility and develops, mitigation approaches to solving these issues. (Zeike et al., 2019). References Benzaghta, M. A., Elwalda, A., Mousa, M. M., Erkan, I., & Rahman, M. (2021). SWOT analysis applications: An integrative literature review. Journal of Global Business Insights, 6(1), 55-73. https://digitalcommons.usf.edu/cgi/viewcontent.cgi?article=1148&context=globe Dangga, L., Isu, R. J., Atto, A., Dami, Z. A., & Kartini, D. (2022). Using the Appreciative Inquiry Model to Develop the Quality of Educational Organizations in Indonesia: SWOT Analysis Strategy. International Journal of Social Science Research and Review, 5(12), 652-665. https://www.ijssrr.com/journal/article/download/835/678 Fileborn, B., Wood, M., & Loughnan, C. (2020). Peer reviews of teaching as appreciative Inquiry: learning from “the best” of our colleagues. Higher Education, 1-15. https://search.ebscohost.com/login.aspx?direct=true&profile=ehost&scope=site&authtype=crawler&jrnl=00181560&AN=146880041&h=4%2FXBCtZbbmcQGxSeNNH9L%2BhF%2BIBBgedvrToyaJ%2BHdHxTukHQ3936PY8U%2BETk631hGv8fjZX9%2FzUfC%2B0UvV63%2BA%3D%3D&crl=f&casa_token=NE0FbpshZ3oAAAAA:xspNSca7JTMUx27aHhcMG3QcPoGH3R-36AObTKAKEKO8dHaVObBDHYoNA7a60U1MyYxWE2tGwGGWJZjm Hosseinnejad, A., Rassouli, M., Jahani, S., Elahi, N., & Molavynejad, S. (2022). Requirements for Creating a Position for Community Health Nursing Within the Iranian Primary Health Care System: A SWOT Analysis. Frontiers in Public Health, 9, 793973. https://www.frontiersin.org/articles/10.3389/fpubh.2021.793973/pdf Zeike, S., Bradbury, K., Lindert, L., & Pfaff, H. (2019). Digital leadership skills and associations with psychological well-being. International journal of environmental research and public health, 16(14), 2628. https://www.mdpi.com/1660-4601/16/14/2628/pdf Zoll, S., Feinberg, N., Pinheiro, B., & Sevey, L. (2021). Found in Oz, the Ruby Slippers to Embracing Digital Classrooms through Appreciative Inquiry. Planning & Changing, 50. https://www.researchgate.net/profile/Beth-Pinheiro/publication/350891673_FOUND_IN_OZ_THE_RUBY_SLIPPERS_TO_EMBRACING_DIGITAL_CLASSROOMS_THROUGH_APPRECIATIVE_INQUIRY/links/6078e548907dcf667ba12d00/FOUND-IN-OZ-THE-RUBY-SLIPPERS-TO-EMBRACING-DIGITAL-CLASSROOMS-THROUGH-APPRECIATIVE-INQUIRY.pdf