DF 5 Group Presentation by c4lth https://padlet.com/c4lth_fhs/o61c1o9ymcj6 en-us 2017-07-12 03:12:22 UTC 2024-06-01 00:30:07 UTC hello@padlet.com https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/190637506 2017-09-24 23:48:40 UTC https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/190637506 Hi everyone https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/190637734 We would appreciate if you could please provide us some feedback. I have read and understood expectations of the netiquette. 
Regards,
Autchara Sittichokchaitawee ]]> 2017-09-24 23:51:21 UTC https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/190637734 Thanks for your advice about Netiquette, Charlie c4lth_fhs https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/191063523 Sue G 260917 ]]> 2017-09-26 00:32:51 UTC https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/191063523 Hi group 5, https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/191081391 Well done for your poster on ethical leadership, resisting change and enhancing patient centred care. You have provided concise and clear information regarding patient centred care. I like the strategies that you have mentioned to enhance patient centred care. As u mentioned, communication is most in the field of patient centred care. If a healthcare provider is more focused on the disease and its treatment rather than focusing on the patient, then there is a chance of arising communication problem (Dwamena et al, 2012). Thus a good communication is a good strategy for enhanced patient centred care.
Reference:
Dwamena, Holmes-Rovner, Gaulden, Jorgenson,Sadigh,………Olomu, 2012. Cochrane database.Interventions for providers to promote a patient centred approach in clinical consultations doi: 10.1002/14651858.CD003267.pub2.
By Suman Ale
26/09/17
 

]]> 2017-09-26 02:47:47 UTC https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/191081391 Thanks for your feedback Suman. https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/191151646 From Group 5]]> 2017-09-26 09:32:25 UTC https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/191151646 Hi DF5 https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/191161797 Great work with your poster I like the fact that you had lots of questions to prompt the reader to think about the topic. The Lewins model is a great change management model in fact we in DF group 2 also used the model in out poster. Reasons for staff resistance to change is an important topic as leaders need to know how to manage these issues to help drive the change. Good leaders help staff to overcome the barriers to change they motivate and help staff to implement coping mechanisms to create a shared vision of the future that they seek to create.

Sarah Deering 26/9/17

Balding, C. (2011). The strategic Qulaity Manager. Melbourne: Arcade Custom Publication]]> 2017-09-26 10:15:06 UTC https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/191161797 Discussion Forum 5 Padlet Presentation Feedback https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/191894085 Hi guys, 
Great work with your presentation. I like the overall setting out of your assessment as it is eye-catching and the use of rhetorical questions really draws the reader in.
 
Your description of an ethical leader as defined by Brown et al. (2005) was strong and in good reference to your topic. You made some very strong points about Lewin’s 3 stage model as well as the reasons that staff may resist change within their workplace, however what I failed to see was what the proposed change was. I thought that perhaps outlining what the proposed change to nursing practice was that you described. 
 
There were also some good definitions of the ethical characteristics of a good leader, detailing value alignment, governance and relationship-centredness, which you then proceeded to describe techniques on how to enhance this. 
 
Overall, I thought that your presentation was really well delivered with some strong content and eye-catching graphics. 
 
Tim Jones S00203215
27/9/17
 
References
Brown, M.E.,  Treviño, L.K. & Harrison, D.A. (2005). Ethical Leadership: A Social Learning Perspective for Construct Development and Testing. Organizational Behavior and Human Decision Processes 97 (2005) 117–134.
DOI: 10.1016/j.obhdp.2005.03.002
]]> 2017-09-27 22:55:57 UTC https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/191894085 Good work here, DF 5, especially in linking Lewin's theoretical steps of change to practice improvement. I take Tim's point that the planned change could have been a little clearer, although I 'read it' as changing ways of thinking and attitudes in order to enhance patient-centred care and foster sustainable quality improvement. Similar to my comments for DF4, in regard to your final analytic paper, I can see two ways to go. One way would be to provide an in-depth analysis of ethical leadership - evolution/sustainability/differences in relation to other types of leadership which is exemplifed by the change to enhancing patient-centred care or, analyse how implementing person-centred care in an organisation can be more easily 'driven' by ethical leadership and analyse how this is demonstrated. https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/192634971 Sue G 300917

]]> 2017-09-30 02:32:39 UTC https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/192634971 Hi DF5 https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/192719336 Thanks for providing a relevant topic with some great content. The concept of ethical leadership and resistance to change in enhancing patient centred care is an interesting subject. I liked the way you used colour and question/thought bubbles to prompt the reader to think more: I would have liked to have read answers to the questions, especially "What is an ethical leader and how can a leader deal with negative feedback?" 
In terms of presentation I had difficulty reading some of the content as the black font on the blue was quite dark.
Thanks again.
Stephanie Schreiner 1/10/2017

]]> 2017-10-01 02:15:05 UTC https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/192719336 DF 5 https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/192721055

Thanks for your thought provoking poster. As Sarah mentioned- we in DF 2 also worked around Lewins theory- with 3 simple steps of unfreezing, changing and freezing and that all steps are important for successful change. While leaders quite often have a focus on the big picture, they may fail to see the small things that matter to those who need to adapt to this change. You highlighted really well the key areas of resistance to change and the areas that a good leader can focus on. Constant change is in healthcare is a reality and as leaders we must be able to adapt and bring the team with us.

Fiona Collins

01/10/2017

McPhee, M. & Suryaprakash, N. (2012). First line nurse leaders health-care change management initiatives. Journal of Nursing Management 20, 2 249-259 doi 10.1111/j.1365-2834.2011.01338.x

Lussier, R.N. & Ache, C.F. (2016). Leadership- theory, application & skill development. Boston, Cengage Learning


]]> 2017-10-01 03:02:06 UTC https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/192721055 Poster 5 Peer Review https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/192861116 Hi Judith and Autchara,

What a great poster! It is very clear, easy to read and the diagrams draw in the reader. I enjoyed reading the resistance to change and characteristics of an ethical leader sections, and relating this to patient-centred care.

Agreeableness, consciousness, openness, honesty and trust (Lussier & Achua, 2016) appear to be the key traits for forming meaningful relationships to influence those resistant to change. Thanks for sharing.

Rebekah Anderson 02/10/17

Reference
Lussier, R. N., & Achua, C. F. (2016).  Leadership: Theory, application, & skill development (6th ed.).  Boston, MA: Cengage Learning.

]]> 2017-10-02 06:28:44 UTC https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/192861116 Hi DF5 https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/192893331 Thank you for presenting such an interesting and eye catching poster. The visual elements were bright and interesting and really drew my attention and the features of ethical leadership were covered well. You have also covered some facets of resistance to change that I hadn't come across or considered which was certainly helpful. The strategies to enhance patient centred care were clearly presented and although I noted that you made reference to the importance of ethical leaders building trust here it would have been great to see a stronger link or relationship between these two sections - in terms of how ethical leadership can enhance patient centred care.  
Overall great job.

Carly Shannon
2/10/17]]> 2017-10-02 08:47:58 UTC https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/192893331 https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/192907943 Hello DF5 group members,
Congratulations on the poster. I enjoyed going through your poster especially Lewin's Theory of a planned change. Though the three steps are simple but they are vital to a planned change. Also as mentioned "communication" is infact one of they key to a planned change.  I also  came to know about some aspects of resistance that I did not come across. Resistance to any change is inevitabe and in the poster the reasons of resistance has been well highlighted. 

Great work.
Shakiba Das.
(S00217109)
2/10/2017]]> 2017-10-02 09:47:16 UTC https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/192907943 Feedback c4lth_fhs https://padlet.com/c4lth_fhs/o61c1o9ymcj6/wish/193666349 Good work DF 5
The breakdown of your mark is:
Poster appearance 16/20
Poster Content 54/60
Well done. Interesting appearance – attracted the eye. A lot of content – some of which could have been presented more succinctly and yes, we agreed with a peer reviewer that black on dark blue was a little hard to read. The message could have been a little clearer – it seemed to veer between organisational change per se and person-centred care. There were also a few too many references. 
In regard to marks for peer review, those who scored higher on peer review did so because their peer review comments made a scholarly contribution to the poster content and was relevant to leadership issues within a health care environment. Students with higher marks on peer review tended to write comments that were designed to support the improvement of the other group’s work (scholarly contribution) rather than provide general commentary on what they liked about the poster.  Commentary that was brief without strong evidence of constructive feedback did not attract high marks. 
Katya and Sue 031017

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