Practice Development Tools for Practice Development Contents Introduction

Tools for practice development 13 Running Head: Tools for practice development Tools for practice development Contents Introduction 2 Practice development 3 Workplace culture 3 Positive environment 4 Staff engagement 4 CIP principles 5 Value and belief 6 Transforming individual and context of care 6 Learning in and for the practice 7 Person-centred and practice framework 7 Effective staff relationship 8 Develop interpersonal skills 9 Physical environment 9 Supportive organization system 10 Being sympathetically present 10 Providing Holistic care 10 Person-centred outcomes 11 Conclusion 12 References 13 Introduction The report talks about the

Running Head: Tools for practice development
Tools for practice development

Tools for practice development 1
Contents
Introduction......................................................................................................................................2
Practice development.......................................................................................................................3
Workplace culture............................................................................................................................3
Positive environment...................................................................................................................4
Staff engagement.........................................................................................................................4
CIP principles..................................................................................................................................5
Value and belief...........................................................................................................................6
Transforming individual and context of care...............................................................................6
Learning in and for the practice...................................................................................................7
Person-centred and practice framework..........................................................................................7
Effective staff relationship...........................................................................................................8
Develop interpersonal skills........................................................................................................9
Physical environment...................................................................................................................9
Supportive organization system.................................................................................................10
Being sympathetically present...................................................................................................10
Providing Holistic care..............................................................................................................10
Person-centred outcomes...........................................................................................................11
Conclusion.....................................................................................................................................12

Tools for practice development 2
References......................................................................................................................................13
Introduction
The report talks about the workplace culture in practice development or in the terms of the
clinical. Workplace culture has become the central concerns of the practice development. The
reports show the certain concept such as staff engagement, positive working culture, and the
teamwork. The workplace culture creates an impact on both patients and employees. Poor
workplace culture in nursing will boost the sick leave of staff, medication error, poor staff
retention and the psychological ill health of employees. The paper shows the critical evaluation
of the workplace culture for health care comprising the use of the CIP principles
(Thorarinsdottir, and Kristjansson, 2014). There is a brief discussion on the person-centered and
practice development. The framework discusses the each and every parameter that shows the link
to improve the workplace culture. The report concludes that in Nursing and healthcare need of
workplace culture is essential.

Tools for practice development 3
Practice development
Practice development is a continuous process that plays a vital role in developing person-
centered cultures. It is empowered by facilitators who truly draw in with people and groups to
mix individual qualities and innovative creative ability with training aptitudes and practice
insight (McCormack, Manley, and Titchen, 2013). The discovering that happens realizes a
change of individual and group rehearses. This is maintained by installing the two procedures
and results in corporate methodology. Some of the characteristics of the practice development in
nursing are as follows:-
 It emphases on the well-being and the improvement of the patient care.
 It takes place in the real practice and includes a variety of application (NSW, 2017).
 Practice development is collaborative, evolutionary and inter-professional.
Practice development in nursing focuses on the health of the patients, the health reflects the
living a positive life. Positive workplace culture is maintained by the health care because they
believe that this is the only way to provide the best treatment to the patients (Stuart, 2014).
Workplace culture
A workplace culture is influenced by values, beliefs and the experienced of the employees as per
the theoretical research and the fundamental aspect of the practice development. The nature of
the workplace culture should be positive because this culture can impact the health care provided
to the patients along with the patients it will create an impact on the health of the staff (Sfikas,
2016). Positive workplace culture is essential to optimal workplace environments. This positive
culture in the workplace will lead to the better care of the employees. The employees or staff at

Tools for practice development 4
the health care should share a common vision and common set of values and principles in a way
to grow the level of care of the patient along with the increase in the positive culture. The
transformation of practice surrounded by the healthcare needs fundamental deviations in the
pattern and the mindset of the behavior of the staff (Bishop, 2014). This theory of transformation
should be adopted by the managers and the leaders because they can be the role models for the
staff (Regan, Laschinger, and Wong, 2016).
Positive environment
The staff members play a vital role in creating a positive workplace. Patient satisfaction is indeed
a powerful driver in the current century (Carlson, 2017). Considering the patients the nurses and
the healthcare leaders understand the importance of the positive environment at the workplace.
Positive culture over here refers to as creating respect, skillful communication, kind atmosphere
and the encouragement. When the leaders will take action towards the zero tolerance in the
behavior then only the team member remove their negative behavior towards the patients and
show them a positive behavior. The patient satisfaction is not acceptable, this satisfaction totally
depends that the staff members are happy or not. Disconnected staff from their mission and
values will not be able to deliver the good satisfaction. This is must for the organization to make
their staff feel valued and supported because they are the only one because of which the
company will be able to accomplish the goals and objectives by providing the satisfaction to the
patients. A positive workplace encourages the staff to get involved in the company success this
how the staff will be able to display their commitment to the workplace culture (Grabowski,
Elliot, Leitzell, Cohen, and Zimmerman, 2014).

Tools for practice development 5
Staff engagement
There is an existence of the connection between the workplace satisfaction and the nurse
engagement. The nurse will get engage in their work when they feel empowered. A nurse leader
plays a vital role in making the positive workplace which needs the engagement of the nurse.
Engagement depends on the individual skills of the nurse either they are willing to participate in
improving the workplace culture. The positive interaction of the nurse with the patients will
improve the condition of the patient and will also help in motivating others to show their
engagement. It shows the individual values, morals, and drive. The attitude of the staff working
might because of some past experiences that may affect the current behavior and attitude of the
employees. It totally depends on the people perception they are willing to perform the activity of
the engagement or not. Though, sometimes the high-level engagement may also lead to the poor
organizational structure and managerial structure (Laschinger, Wong, Cummings, and Grau,
2014). Engagement of the people might be affected by some of the reasons that are difficult to
measure at the workplace. The employees who are engaged in making the workplace culture
effective and positive will look for the growth and the career opportunities.
CIP principles
The CIP principles make sure that the development programme is owned by the patient or
service users, staff and the families. The approach is for the development is a systematic,
creative, participatory and collaborative approach. Practice development framework consists of
the values and believes that helps in achieving the person-centered cultures for human
flourishing (Gauwitz, and Dugan, 2014).

Tools for practice development 6
(Source: McCormack, and McCance, 2011)
Value and belief
Value and belief is core to the practice development which shows the understanding regarding
the mission and vision. The programme facilitator worked with the staff of the organization to
promote the collaboration and inclusion of team members to ensure they are on the same track.
To develop the person-centered care one has to deal with the patients with the variety of the
negative as well as the positive attitudes. Values and beliefs of each and every individual person
might vary which will create an impact on the workplace culture.
Transforming individual and context of care
The character of the leadership is vital in achieving the workplace culture changes. The focus of
the leadership in the organization is to enhance the developmental activities; these development
activities help in enhancing the collaboration participation and bring the positive culture
(Laschinger, and Fida, 2014). The need of the facilitator is there to provide the support to the
participated as a leader and integrate the learning into the changing practice.

Tools for practice development 7
Learning in and for the practice
The development of the person-centered requires the learning culture at the workplace. Learning
culture is productive cultures and it is the ability to tolerate the tension. This culture helps the
staff to learn from their support, mistakes and enable innovation. A learning culture guides the
nurse to focus on their personal and professional growth (Billett, 2016). The central principles of
practice development methodology are for individual, team and the organizational commitment
towards the collaborative, inclusive and the participation.
Person-centred and practice framework
The pre-requisites focus on the attributed of the staff that helps in bringing the development of
the health-care professionals that helps in delivering the effective person-centered care.
Attributed consists of the development of the commitment to the job, interpersonal skills, clarity
of the values and the beliefs (McCance, Gribben, McCormack, and Laird, 2013).
Person-centred care shows that this is the part of the caring relationship. Caring relation plays a
vital role in prerequisite for good care in which personal, respect, closeness and the professional
involvement can flourish. The relationship between the patient and the nurse will make the nurse
aware of the relevant information that can be used by the nurse in the treatment of the patient to
get the better outcomes (Cherry, and Jacob, 2016). The relationship indicates three things such
as:- what both people know about each other, the way of adjusting the behavior of nurse or carer
to person cared for and the way both nurse and patient address and speaks to one another. These
three aspects show the characteristics of the personal character.
The caring relation is needed to be formed by the nurse to bring the improvement in the health of
the patient; this shows the professional expertise of the nurse in context to the workplace. The

Tools for practice development 8
caring relationship enhances the workplace culture (Hamric, Hanson, Tracy, and O'Grady, 2013).
Up-to-date professional skills and knowledge guide the nurse to provide the effective care to the
patients. Clinical reasoning is not only con concern with the knowledge and the skills but it
shows the practice to take the personal and the professional experience. Professional knowledge
is concerned with the good communication skills, appropriate attitude, authenticity and being
friendly and kind (Verklan, and Walden, 2014).
(Source: McCormack, and McCance, 2016)
Effective staff relationship
The focus of the framework is to develop the positive relationship with the services users or the
patients. Professional interaction should be able to fulfill the respect and care of the patients. The
negative culture within the healthcare system will directly or indirectly create an impact on the
patient's care and affect the experience of the patients and their families. A positive relationship
will influence the effective nursing practice (Gabrielsson, Savenstedt, and Zingmark, 2015). The
effective staff relationship will help in enhancing the workplace culture.

Tools for practice development 9
Develop interpersonal skills
This framework helps the healthcare staff to develop the effective way of communicating with
the patients. Interpersonal skills are must to be developed in the person who is engaged in the
healthcare. Effective communication consists of both verbal non-verbal skills. Communication
changes with the change in the body posture and language such as movements, eye contact, and
the facial expressions. Generally, the way of communication changes according to the person. In
the healthcare workplace to enhance the culture, the practitioner shows the effective
interpersonal skills that create a positive impact on the families of the patients (McCance, and
McCormack, 2016). There is a requirement of the development of the effective communication
skills. Warm and friendly communication from the practitioner side is effective to develop the
trust in the patients.
Physical environment
The physical environment plays a vital role in care and healing. Majority of the health care is
now converting into the clinical, drab, soulless and depressing. Most of the hospitals and the
healthcare facilities are now converting and being designed considering the clinical efficiency as
a primary focus, not considering the person-centered (Brooker, and Latham, 2015). For instance,
development of single rooms in the hospital will take place for reducing infection possibilities to
the patients in a hospital. This is the fact that the availability of the single rooms will enhance the
patient’s satisfaction. The physical environment is definitely part of the workplace (Slater,
McCance, and McCormack, 2015).

Tools for practice development 10
Supportive organization system
This section of the framework emphases on the professional facilitating patient participation in
the decision making through providing information and incorporating the newly designed
perspectives into forming practice. It is linked with the working with the patient’s values and the
beliefs. There should be proper involvement of the staff in the decision making in regards to the
patient care and the hospital governance (Kitson, Marshall, Bassett, and Zeitz, 2013). The staff
member of the company will help them in understanding the needs and the demands of the
patients. The maintenance of the association is must for the staff because they are the one who
can bring the strategies that the company should implement to bring the effective changes in the
workplace.
Being sympathetically present
The framework approach now talks about the usage of the kindness in the health care. The usage
of the empathy will be more appropriate considering the context of the healthcare. Sympathetic
presence describes the way the nurse recognizes the patients and the quality of relationship a
patient and the practitioner. The presence of the sympathy from the practitioner side might vary
patient to patient as it totally depends on the beliefs and values of the patient. The patient's belief
and values will be identical once the practitioner will spend the time with their patients. The
practitioner shows the sympathy to every patient which helps in maintaining the person-centered
care.
Providing Holistic care
The framework of the person-centered nursing holds a broader nation of the health that shows a
positive life. The main aim of the holistic care is to deliver the physical and the technical care to

Tools for practice development 11
the patients. Though, this care is often achieved because the health care center needs to ensure
that the practitioners are able to fulfill their attention to the process of the therapeutic benefits.
This is the role of the practitioners to pay the attention to the patients and the duty of the
practitioners says that they have to deliver the overall therapeutic benefit.
Person-centred outcomes
Person-centred outcomes are a crucial construct inside the framework and this outcome signifies
outcomes anticipated from effective person-centered practice. The outcome of the person-
centered includes the experience of care, involvement of the staff in providing the care to the
patients. The outcomes of the person-centered consist of the existence of a healthful culture,
feeling of well-being, good care experiences and involvement in care. The professional
knowledge in nursing practice will lead to the better outcomes and outcomes are linked with the
effective workplace culture.
The overall framework shows that the workplace culture plays a vital role in healthcare centers.
Nurses and care organization are trying to maintain the positive and the effective workplace
culture so that they are going to be capable enough to gain the interest in person-centered care.
The value and beliefs of the employees working will help in creating a positive impact on
workplace culture (Wilson, and Cooper, 2016). The practice development helps the nurse in
understanding the concept behind the forming good relationship with the patients to improve the
workplace culture.

Tools for practice development 12
Conclusion
The report talks about the workplace culture considering the practice development and the CIP
principles. The paper describes the keep points of the effective workplace culture. The workplace
culture matters a lot for the staff working there and for the patients visiting. The person-centered
framework of nursing displays the growth of the staff and the workplace culture once bringing
changes. This framework is especially for the staff working in the healthcare centers (Brooker,
and Latham, 2015). The workplace culture should be considering the patient's requirement, the
role of practitioners I to deliver the effective facilities to improve the patient experience.

Tools for practice development 13
References
Billett, S., 2016, Learning through health care work: premises, contributions and practices.
Medical education, 50(1), pp.124-131.
Bishop, C.E., 2014, High-performance workplace practices in nursing homes: An economic
perspective. The Gerontologist, 54(Suppl_1), pp.S46-S52.
Brooker, D. and Latham, I., 2015, Person-centred dementia care: Making services better
with the VIPS framework. Jessica Kingsley Publishers.
Carlson, K., 2017, Investing in the Future: Positive Workplace Culture in Healthcare, viewed
on 6th October 2017,
http://nursesusa.org/article_positive_workplace_culture_in_healthcare.asp
Cherry, B. and Jacob, S.R., 2016, Contemporary nursing: Issues, trends, & management.
Elsevier Health Sciences.
Gabrielsson, S., Savenstedt, S. and Zingmark, K., 2015, Person‐centred care: clarifying the
concept in the context of inpatient psychiatry. Scandinavian journal of caring sciences,
29(3), pp.555-562.
Gauwitz, D. and Dugan, D.L., 2014. Administering medications. McGraw-Hill.
Grabowski, D.C., Elliot, A., Leitzell, B., Cohen, L.W. and Zimmerman, S., 2014, Who are
the innovators? Nursing homes implementing culture change. The Gerontologist,
54(Suppl_1), pp.S65-S75.

Tools for practice development 14
Hamric, A.B., Hanson, C.M., Tracy, M.F. and O'Grady, E.T., 2013, Advanced Practice
Nursing-E-Book: An Integrative Approach. Elsevier Health Sciences.
Kitson, A., Marshall, A., Bassett, K. and Zeitz, K., 2013, What are the core elements of
patient‐centred care? A narrative review and synthesis of the literature from health policy,
medicine and nursing. Journal off advanced nursing, 69(1), pp.4-15.
Laschinger, H.K.S. and Fida, R., 2014, New nurses burnout and workplace wellbeing: The
influence of authentic leadership and psychological capital. Burnout Research, 1(1), pp.19-
28.
Laschinger, H.K.S., Wong, C.A., Cummings, G.G. and Grau, A.L., 2014, Resonant
leadership and workplace empowerment: The value of positive organizational cultures in
reducing workplace incivility. Nursing Economics, 32(1), p.5.
McCance, T. and McCormack, B., 2016, The Person-centred Practice Framework. Person-
Centred Practice in Nursing and Health Care: Theory and Practice, p.36.
McCance, T., Gribben, B., McCormack, B. and Laird, E.A., 2013, Promoting person-centred
practice within acute care: the impact of culture and context on a facilitated practice
development programme. International Practice Development Journal, 3(1).
McCormack, B. and McCance, T. eds., 2016, Person-centred practice in nursing and health
care: Theory and practice. John Wiley & Sons.
McCormack, B. and McCance, T., 2011, Person-centred nursing: theory and practice. John
Wiley & Sons.

Tools for practice development 15
McCormack, B., Manley, K. and Titchen, A. eds., 2013, Practice development in nursing
and healthcare. John Wiley & Sons.
NSW, 2017, Practice development, viewed on 6th October 2017,
http://www.health.nsw.gov.au/nursing/projects/Pages/practice-dev.aspx
Regan, S., Laschinger, H.K. and Wong, C.A., 2016, The influence of empowerment,
authentic leadership, and professional practice environments on nurses’ perceived
interprofessional collaboration. Journal of nursing management, 24(1).
Sfikas, B., 2016, How nurses can improve the workplace culture, viewed on 6th October
2017, http://blogs.infor.com/healthcare/2016/01/how-nurses-can-improve-the-workplace-
culture.html
Slater, P., McCance, T. and McCormack, B., 2015, Exploring person-centred practice within
acute hospital settings. International Practice Development Journal, 5.
Stuart, G.W., 2014, Principles and Practice of Psychiatric Nursing-E-Book. Elsevier Health
Sciences.
Thorarinsdottir, K. and Kristjansson, K., 2014, Patients’ perspectives on person-centred
participation in healthcare: a framework analysis. Nursing ethics, 21(2), pp.129-147.
Verklan, M.T. and Walden, M., 2014, Core Curriculum for Neonatal Intensive Care
Nursing-E-Book. Elsevier Health Sciences.
Wilson, K. and Cooper, N., 2016, The professional role of the nurse. Clinical Skills for
Nursing Practice, p.1.

Tools for practice development 16