Cabrini Health Graduate Nurse Program Review

Introduction

A caring, nurturing culture in the healthcare sector has a huge impact on nursing staff morale and patient results. This report will review one of Victoria’s private health sector leaders, Cabrini Health, and their Graduate Nurse Program, through rigorous examination. Through an analysis of Cabrini’s mission, values and graduate program, this assessment attempts to examine how the cultural ethos of the organization is related to the development and implementation of educational and support initiatives.

Additionally, the review is made up of a comparative study of a number of texts dealing with workplace culture, touching on the debate between positive and negative cultural aspects. This can be achieved through comparison of the results with Cabrini’s framework and, after that, the assessment of alignment of the organizational strategies with cultural contexts. By means of this extensive assessment, the report looks for both the strengths and drawbacks of the method applied by Cabrini in the process of creating a healthy work culture, as well as areas where improvement might be needed. Finally, these understandings lead to practical advice on how to improve the working conditions at Cabrini as well as to enhance the experiences of the nursing staff and the level of care for patients.

Question 1

Cabrini Health, the renowned private healthcare service in Victoria, operates based on a mission that is essentially inspired by the values of compassion, integrity, courage, and respect, which are all the qualities exhibited by Mother Cabrini and the Missionary Sisters of the Sacred Heart of Jesus. Founded in 1948 by the Missionary Sisters, Cabrini Health is now dominating a number of hospitals in Malvern, Brighton, and Elsternwick, offering a wide range of acute, emergency, surgical, rehabilitation, palliative care, mental health and home care services.

Cabrini Health Graduate Nurse Program serves to fulfil the institution’s mission to provide mentorship and support to newly-graduated nurses as they prepare to become successful and skilled professionals. Such structure of the program reflects the core values and the desire to establish a friendly, cozy environment for studying and development. The core values of the organisation are compassion, integrity, courage, and respect.

The Cabrini Health’s Graduate Nurse Program enables students to gain experience by undertaking either two or more general and speciality placements such as in the Perioperative Services, Emergency Department or Paediatrics. This will help the learners to know the areas of nursing practice they are good at. Learners are given a chance to choose what they like to try and they are assured that they will have at least one of these preferences to perform, thus making their learning experience personalized.

The program is supported by a sturdy support system, one of the primary strengths. A student gets a clinical tutor during orientation and transition period to guide him from the academic environment to the workplace. Regular evaluation sessions with managerial staff and educators serve the purpose of offering consistent guidance and feedback, which in turn fosters a culture of life-long learning and professional development. The graduates will be provided with the chance to utilize the different assistance systems such as nurse managers, associate nurse unit managers, clinical nurse specialists, and clinical support nurses. Through this, their learning process will be enriched.

Education options, no doubt, constitute the principal aspects of the Graduate Nurse Initiative at Cabrini Health. A feature of the course design is the practice-based education days that are run by experienced mentors and health workers designed to enable graduates to get the most out of their clinical experience. Also, the program supplies different destinations for further research as well as transitions to specialist areas such as emergency care, perioperative services and cardiac care and consequently graduates have diverse career paths besides nursing.

The enrolment process for the Graduate Nurse Program at the Cabrini’s Health is detailed, but also very easy to follow. The candidates are supposed to fill in an online application with their curriculum vitae (CV), references, academic transcript, and clinical placement reports. Among the shortlisted candidates, only those who pass a video interview and attend Graduate Discovery and Assessment Day are selected. This ensures that appropriate people are admitted to the program since it also has its own challenges and opportunities.

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Question 2

Healthcare workplace culture has a significant influence on the general atmosphere that shapes worker attitudes, level of satisfaction on the job and patient experiences with the organization among others. The current literature suggests that there are both positive and negative aspects of the healthcare workplace culture, particularly regarding teamwork, roles and psychological safety problems.

Positive Workplace Culture

Healthy workplace culture in healthcare is pinpointed by some features that bring about a cooperative workplace (Braithwaite et al., 2017). The members of the healthcare team stand out by producing teamwork-like atmosphere where individual skills and knowledge are well utilized for patient’s benefit. The team work enables the communication, coordination and mutual respect among team members, which translates into improved patient care and employee satisfaction. The roles in a balanced working environment are clearly defined and each employee is aware of his responsibilities and the part he plays in accomplishing organizational targets (Chang et al., 2021). Clearly established roles limit confusion and conflict, make for accountability, and streamline workflow flows.

Another important component of a culture of trust in healthcare is psychological safety. Team members can express themselves freely, give their views and recommendations, and address issues without fear of criticism (Gray et al., 2019). Through psychological safety, employees are provided with a safe space for open and constructive discussions, that leads to the development of innovation, learning, and continuous improvement within the organization (Wei et al., 2020).

Negative Workplace Culture

On the other side, negative workplace culture in health care is characterized by destructive relationships that take a toll on employees’ wellbeing, patient care, as well as organizational productivity (Shepherd et al., 2019). One of the major signs of toxic working environment is low teamwork which is usually accompanied by a breakdown in communication, conflicts and lack of collaboration. When silos develop among the providers, barrier to information sharing and coordination of care is created which may have a significant negative influence on patient safety and satisfaction (Manley et al., 2018).

Functions in a negative workplace culture tend to have a common overlap and ambiguity that brings role confusion and duplication of work that led to inefficiencies (King et al., 2021). Moreover, amorphousness in objectives leads to aggravation, distraction and diminished sense of purpose of employees.

In a negative workplace culture the psychological safety is often at stake, as employees are not comfortable enough to talk about their concerns for the fear of being rebuffed (Monrouxe & Rees, 2017). This suppresses creativity, affects problem-solving capability and builds-up a culture of silence and passive submission that could lead to significant consequences for patient safety and organization performance.

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Comparison and Contrast

Comparing organizational cultures in healthcare it is important to mention that the quality of teamwork, presence or absence of defined roles, and psychological safety are essential pillars of good organizational culture. Positive culture highlights having collaboration, job roles clarity as well as clear communication suited to increase levels of trust, feeling of belong and shared objectives (Wagner et al., 2019). On the other hand, cultures that are negative are distinguished by dysfunctions, ambiguity, and fear which ensure that employees and clients are disengaged, burned out or tend to perform below the best standards.

Lastly, a healthcare institution must be knowledgeable about those features of both positive and negative workplace cultures so that it will facilitate establishing an environment in which the staff can perform better, the patients can be safer, and the company can be prosperous. Through teamwork demonstration, roles clarification and psychological safety healthcare leaders can create cultures that allow employees to be productive and better health care giving.

Question 3

Shedding light on question one and two’s analysis, the workplace culture is no doubt one of the significant factors that determines the interaction between employees and the quality of patient care within healthcare organizations. For instance, a clarifying assessment of Cabrini Health’s workplace culture regarding the observed themes indicates both their strengths and weaknesses.

Positive Cultural Themes

A strong positive working environment at Cabrini Health that embodies the goals and values of compassion, honesty, courage, and respect is shown. The Graduate Nurse Program that Cabrini offers mirrors these values by providing a friendly and constructive atmosphere to nursing graduates who need to transition from student to professional nurse. The program design, with its centerpiece being the Clinical Educator and the regular nurse management review and the collaboration with educators, demonstrates how the hospital promotes team work as its key component.

Furthermore, the course curriculum will emphasize on distinctive role designations and psychological safety, which will enable the graduates to feel confident enough to speak, share ideas and ask for assistance, contributing to the organizational learning and communication. Those issues match up well with the positive cultural elements found in the literature which depicts teamwork, roles, and psychological safety as necessary requirements that encourage a healthy workplace environment (Ingels et al., 2023).

Analysis of Strategies and Services.

While Cabrini Health demonstrate strengths certainly in building a friendly work atmosphere through the Graduate Nurse Program, there are also some instances, where the organization can improve the efficacy and quality of the support and the strategy. Although the material lacks a detailed discussion of initiatives that target well-being and prevention of burnout of workers, there are still several measures that can be put in place to address this issue.

Research shows that staff well-being is substantially connected to the organizational culture and healthcare sector has to make effort to establish the measures that will aid staff resilience and mental health (Lu et al., 2022). The organisation could introduce leads about stress management, resilience training and employee assistance services which could be helpful during difficult times of healthcare workplace.

Secondly, although the Graduate Nurse Program has a chance for career advancement and specialization in areas of professional development, it should include those avenues of career development that are not in nursing only. Offering chances for employees to have advanced education, leadership skills and knowledge sharing in multiple disciplines can contribute to becoming a more robust, committed, and involved workforce, whereby employees and patients will both benefit (Jeffery et al., 2023).

The Graduate Nurse Program in Cabrine Health is not only focused on the shaping such culture at work but it also encourages the idea of teamwork, roles and psychological safety. Similarly, there are chances for an organization to not only improve the efficacy and effectiveness of the components but also the overall employee wellness and career opportunity pathways. Having programs that address staff members’ resilience and professional development will be crucial if the hospital seeks to maintain a healthy working environment where employees can develop and offer top-notch care to the patients (Liu et al., 2023).

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Conclusion

The final look at Cabrini Health and the Graduate Nurse Program shows a commitment to the cultivation of a good work environment which is consistent with the company’s mission and values. The dedication of Clinical Educators, delineation of roles, and regards to psychological safety are all the proactive strategies that the Cabrini uses to support nursing graduates in their professional growth.

Nevertheless, although Cabrini reveals the strength of the teamwork, roles, and psychological safety, the weaknesses are left untouched and, hence, have to be worked on. Moreover, the organization should recognize the attempts to cope with staff wellness and develop career advancement pathways. By choosing to implement programs aimed at creating employee resilience, personal development and team building, Cabrini can even further the workplace culture and consequently provide the care that patients deserve.

These findings, therefore, suggest that it is organisational culture in medical facilities that determines the patients’ outcomes and the level of satisfaction among the workers. By increasing the capacity of the staff-members through strengthening the strengths and addressing the problems, a healthy and caring working environment would be created where the nurses will have the required skills to treat their patients.

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References

Braithwaite, J., Herkes, J., Ludlow, K., Testa, L., & Lamprell, G. (2017). Association between organisational and workplace cultures, and patient outcomes: systematic review. BMJ open, 7(11), e017708. https://bmjopen.bmj.com/content/bmjopen/7/11/e017708.full.pdf 

Chang, Y. T., Tsai, F. J., Yeh, C. Y., & Chen, R. Y. (2021). From cognition to behavior: associations of workplace health culture and workplace health promotion performance with personal healthy lifestyles. Frontiers in Public Health, 9, 745846. https://www.frontiersin.org/articles/10.3389/fpubh.2021.745846/full 

Gray, P., Senabe, S., Naicker, N., Kgalamono, S., Yassi, A., & Spiegel, J. M. (2019). Workplace-based organizational interventions promoting mental health and happiness among healthcare workers: A realist review. International journal of environmental research and public health, 16(22), 4396. https://www.mdpi.com/1660-4601/16/22/4396 

Ingels, D. J., Zajac, S. A., Kilcullen, M. P., Bisbey, T. M., & Salas, E. (2023). Interprofessional teamwork in healthcare: Observations and the road ahead. Journal of interprofessional care, 37(3), 338-345. https://www.tandfonline.com/doi/abs/10.1080/13561820.2022.2090526 

Jeffery, J., Rogers, S., Redley, B., & Searby, A. (2023). Nurse manager support of graduate nurse development of work readiness: An integrative review. Journal of clinical nursing, 32(17-18), 5712-5736. https://onlinelibrary.wiley.com/doi/pdf/10.1111/jocn.16694 

King, R., Taylor, B., Talpur, A., Jackson, C., Manley, K., Ashby, N., … & Robertson, S. (2021). Factors that optimise the impact of continuing professional development in nursing: A rapid evidence review. Nurse education today, 98, 104652. https://ueaeprints.uea.ac.uk/id/eprint/77655/1/Accepted_Manuscript.pdf 

Liu, Y., Cherian, J., Ahmad, N., Han, H., de Vicente-Lama, M., & Ariza-Montes, A. (2023). Internal corporate social responsibility and employee burnout: an employee management perspective from the healthcare sector. Psychology Research and Behavior Management, 283-302. https://www.tandfonline.com/doi/pdf/10.2147/PRBM.S388207 

Lu, L., Ko, Y. M., Chen, H. Y., Chueh, J. W., Chen, P. Y., & Cooper, C. L. (2022). Patient safety and staff well-being: organizational culture as a resource. International Journal of Environmental Research and Public Health, 19(6), 3722. https://www.mdpi.com/1660-4601/19/6/3722 

Manley, K., Martin, A., Jackson, C., & Wright, T. (2018). A realist synthesis of effective continuing professional development (CPD): A case study of healthcare practitioners’ CPD. Nurse education today, 69, 134-141. https://www.sciencedirect.com/science/article/pii/S0260691718302995 

Monrouxe, L. V., & Rees, C. E. (2017). Healthcare professionalism: improving practice through reflections on workplace dilemmas. John Wiley & Sons. https://books.google.com/books?hl=en&lr=&id=QPogDgAAQBAJ&oi=fnd&pg=PA33&dq=Positive+workplace+culture+in+healthcare&ots=8DrgXcYtrf&sig=vjqxEqXBHJie4lfO8Vu1zdShJeY 

Shepherd, S. M., Willis-Esqueda, C., Newton, D., Sivasubramaniam, D., & Paradies, Y. (2019). The challenge of cultural competence in the workplace: perspectives of healthcare providers. BMC Health Services Research, 19, 1-11. https://link.springer.com/article/10.1186/s12913-019-3959-7 

Wagner, A., Rieger, M. A., Manser, T., Sturm, H., Hardt, J., Martus, P., … & WorkSafeMed Consortium E. Luntz MA Rieger H. Sturm A. Wagner A. Hammer T. Manser P. Martus M. Holderried. (2019). Healthcare professionals’ perspectives on working conditions, leadership, and safety climate: a cross-sectional study. BMC health services research, 19, 1-14. https://link.springer.com/article/10.1186/s12913-018-3862-7 

Wei, H., Corbett, R. W., Ray, J., & Wei, T. L. (2020). A culture of caring: the essence of healthcare interprofessional collaboration. Journal of interprofessional care, 34(3), 324-331. https://www.tandfonline.com/doi/abs/10.1080/13561820.2019.1641476