Download Mursion Simulation ReflectionWestern Governors UniversityMur and more Lecture notes Accounting in PDF only on Docsity! Running head: Mursion Simulation 1 Mursion Simulation Reflection Western Governors University Mursion Simulation 2 Mursion Simulation Reflection In this paper I will be discussing how and what social-emotional intelligence power skills were used during the Mursion Simulation, three different strategies for how I will implement the “IHI Framework for Improving Joy in Work” and what I learned after the simulation, and in making my Mind Map and the force field analysis. During the simulation, several social-emotional intelligence skills were used by all parties. From the self-awareness category, Raymond expressed gratitude by thanking me for taking the time to meet with them in the beginning as well as at the end of the meeting. Jenna was being mindful by apologizing to Raymond that the medication reconciliation and education review was falling onto the nurse’s responsibility. I think I was being patient by allowing both parties to express their sides. In self-management I solicited what each manager’s goal would be. I felt they both came in with a goal in mind of what they needed from the other side. There were several skillsets used from the interpersonal communication category including active listening, compassion, caring and consideration, relationship building, and teamwork and collaboration. We were verbally communicating, we all used active listening, making eye contact as necessary, and Jenna turning and addressing Raymond when she spoke directly to him. Raymond’s idea of shadowing each other was a great example of teamwork and collaboration as well as relationship building between the nursing and pharmacy departments. As far as executive function, attempting to problem solve and come up with a solution and agreement that works for both departments with the reduction in workforce was ultimately the goal of the meeting. Being able to do so will require continuous planning and organizing and potentially some creativity such as Raymond’s idea of shadowing. And finally, from the social awareness category, Jenna showed empathy by expressing that it has been stressful, and she cares deeply. Mursion Simulation 5 good forces of change but wanting weekly meetings to “air out anything” could potentially dwell on the negative, turn into a blaming game, and be unrealistic since we are reducing the workforce already. The Force Field Analysis to me was writing out a list of pros and cons to a difficult situation to figure out what you should do. Although I am not currently in a leadership role, I do have more experience than many of my peers, so there is some guidance required there, or at times, even dealing with a difficult patient. I am able to step back and listen, evaluate the situation, and offer guidance or allow them to feel like they have control over the situation. If I am in a similar situation about someone instigating gossip, I feel I will be better able to address it directly and confidently now. It is hard working with negative people, and lately I have been working with a negative and unhappy nurse; it can be draining and creates bad morale. Before this class, I would just stay away from her and talk to my charge nurse when it would create a negative environment for everyone, but now I feel like I am able to address it myself better. The last shift I had with this nurse, I attempted to open the lines of communication by asking if there was anything bothering her, offered help when she felt overwhelmed, and let her know that I was available if she needed anything, she accepted my help, but still had a negative attitude. In conclusion, having an enjoyable work environment is an essential part of having an enjoyable life outside of work and vice versa, if we are unhappy in life, we often bring that to work with us. Learning and knowing how to utilize different social-emotional intelligence power skills, strategies from the IHI Framework for Improving Joy in Work,” using a force field analysis as well as a Mind Map can help in both aspects of life and build cohesive, meaningful relationships. Mursion Simulation 6 References Deetz, J. M., Davidson, J. E., Daugherty, J., Graham, P., & Carroll, D. M. (2020). Exploring correlation of nurse manager meaning and joy in work with employee engagement. Applied Nursing Research, 55, 151297. doi:10.1016/j.apnr.2020.151297 Perlo, J., Balik, B., Swensen S., Kabcenell A., Landsman, J., & Feeley, D. (2017). IHI framework for improving joy in work [White Paper]. Institute for Healthcare Improvement. http://www.ihi.org/resources/Pages/IHIWhitePapers/Framework-Improving-Joy-in- Work.aspx Watts, S. A., & Thorne-Odem, S. (2020). Nursing yourself away from burnout and compassion fatigue to resilience and joy at work. Nursing Made Incredibly Easy!, 18(6), 6-8. doi:10.1097/01.nme.0000717684.70292.43
