Surgical Timeout Checklist Essay

Surgical Timeout Checklist Essay

5.1 Discussion

The proposed surgical time-out process improvement and compliance project has very little to no budget needed for implementation. However, the implementation of unity and cohesion of the team in the surgical room would greatly impact the success of this project (Brooke et al., 2018). This discussion focuses on achieving the surgical time-out process improvement and compliance.

The first issue affecting the proposed project is the absence of personnel involved in the case but are absent during the process. This defines unsafe practice that risks the life of a patient in the theater. The surgical team needs to choose a leader who would ensure effective communication of the procedure to the team (Tørring et al., 2019). For example, all members would receive both online and verbal information on the scheduled operation and their role in the operation room. Adequate communication of the operation process to all the members would allow each member to plan their activities and be present for the surgery.

The team leader should ensure that all actions in the room are stopped, and every member of the surgical team pays attention to the discussion involving the process. Members making noise and distracting attention during the time-out process should be held accountable as a disciplinary measure. This would allow each member to approach the operation room with the required attention (Brooke et al., 2018). The streamlining of the behavior of the surgical team would heighten compliance level and limit any attempt of error during the process.

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Achieving the process improvement needs would also define the success of this project. The nurses and the surgical team need to heighten the observations for the time-out process by conducting a weekly evaluation (Tørring et al., 2019). The development of the checklists for the observation process would be done prior to ensure the success of the time-out process. The success of the proposed project does not require any monetary implication, but it requires a strong team leader that would rally the surgical team towards its success. The cited issues from the time-out process stem from poor coordination among the team.

References

Brooke, B. S., Slager, S. L., Swords, D. S., & Weir, C. R. (2018). Patient and caregiver perspectives on care coordination during transitions of surgical care. Translational Behavioral Medicine, 8(3), 429-438. https://doi.org/10.1093/tbm/ibx077

Tørring, B., Gittell, J. H., Laursen, M., Rasmussen, B. S., & Sørensen, E. E. (2019). Communication and relationship dynamics in surgical teams in the operating room: an ethnographic study. BMC Health Services Research, 19(1), 1-16. https://doi.org/10.1186/s12913-019-4362-0

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 6.1 Discussion

Servant leadership is a leadership style that focuses on the interaction of a leader with others. Such a leader should not have the value of the position and works to achieve authority as opposed to power (Craun & Henson, 2022). This discussion will focus on the secular and the biblical aspect of servant leadership.

Servant leadership is described as leadership as it is applied in non-Christian situations. For example, the manager of a profit-oriented company would use this leadership model to motivate employees and develop a positive connection with the subjects. The positive outcome of increased revenue within the institution would come from the type of leadership applied in the structure of governance (Craun & Henson, 2022). On the other side, the biblical perspective on leadership incorporates biblical concepts in servant leadership where a leader should be a servant. For instance, the leadership portrayed by Jesus Christ is the kind of servant leadership expected in the Christian perspective.

Various differences and similarities exist between the biblical and secular perspectives of power and authority. The secular perspective believes that the use of the servant leadership style is to gain the power of subjects (Grimm et al., 2021). The leader would have the ability to convince employees of positive actions that would give the desired outcome in the institution. On the other side, the biblical perspective is all about authority. The ability of a leader to treat subjects and promote equality is the greatest authority that one would gain over others. However, in both perspectives, the leader treats the subject as they would want to be treated. I would consider a secular perspective because it applies to many situations that are not Christian-related. Besides, it opens up a Christians-based leadership style to various organizations and people.

References

Craun, J. R., & Henson, J. D. (2022). Transitioning to a Servant Leadership Culture Through the Teachings of Jesus. European Journal of Theology and Philosophy, 2(2), 1-8. https://doi.org/10.24018/theology.2022.2.2.61

Grimm, F., Norqvist, L., & Roos, K. (2021). Exploring visual method in the field of educational leadership: Co-creating understandings of educational leadership and authority in school organisations. Educational Management Administration & Leadership, 17411432211030747. https://doi.org/10.1177%2F17411432211030747

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Please respond to each question individually, also see the attachments related to the projects
5.1. Discuss the scope of your project and what your budgetary requirements are or will be. Identify the steps you will need to take in the budget planning process to implement your project.
6.1. Describe how servant leadership is viewed from both the secular and the biblical perspectives.
Next, research the differences and similarities between the biblical and secular perspectives of power and authority. What do you consider to be the most significant differences between the two?