NFDN 2008

Unit 2: Role of the CLPNA, Unions

and Employers

Topic 2.3:
Employers / Health Care Organizations
 Learning Objectives

- We are going to explore healthcare organizations;

their visions and mission statements and how they
impact your practice, apply with a group or
individual exercise.
- Explore workplace safety, including and employee
assistance and lateral violence, plus watching a
video by Kathleen Bartholomew
How do organizations work?
 One Example of Organizational Structure

DON

Manager Manager Manager

Team Team Team

Leaders Leaders Leaders

Team/LPN Team/LPN Team/LPN

• Flat
• Tall or hierarchical
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Organizational Culture

Formal: expressed via mission, vision, and

philosophy statements, job descriptions and policies
and procedures.

Informal: expressed by the day-to-day experiences

of staff and patients.
Organizations

Mission
Vision
Philosophy
Mission Statements

Reflects the purpose and direction of the health

care organization
• Includes positive behaviours, character traits and
values
• Make it emotional, gives it passion
• It should compel, inspire and energize
• It will continue to change and evolve
Mission Statement Examples
Covenant Health : Serving the minds, bodies and spirits of those most
vulnerable with compassion and the highest quality of care available

Alberta Health Services: To provide a patient-focused, quality health

system that is accessible and sustainable for all Albertans

Capital Care: We provide person-centred care with dignity and kindness

CLPNA: To regulate and lead the profession in a manner that protects

and serves the public through excellence in Practical Nursing”
Norquest College Mission Statement

NorQuest College inspires lifelong learning & the

achievement of career goals by offering relevant &
accessible education.

This is a college wide mission statement. Each

department may have their own.
Faculty of Health Studies
Mission Statement

The Faculty of Health Studies offers diverse and

innovative programming to help learners
develop their potential so that they may start
successful careers in the workplace or to
further their education in the fields of health
care and human service.
Vision: Goals

A community of continuing care excellence where

people care for people (Capital Care)

Healthy Albertans. Healthy Communities. Together.

(AHS)
 Example of Vision Statements
A neurosurgical nursing unit in AB
• To be the premier neurosurgical nursing unit in the
province

Capital Care:
• A community of continuing care excellence where
people care for people

AHS
• Healthy Albertans. Healthy Communities. Together.
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Philosophy: Directions
• Provides direction for the organization

• Organizational beliefs regarding the patient, health and nursing,

expectations of practitioners, and the commitment of the organization
to professionalism, education, evaluation and research (AHS)

• Fostering Resident/Family-Centred Care in Continuing Care Facilities

• Facilities aimed for a care philosophy based on a social/hospitality

model to create a home-like environment
Goals and Objectives

• Your actions at work MUST reflect the values of the

organization and be directed towards helping the
organization achieve its goals.

• BE A TEAM PLAYER with the ability to think

independently.
Group Assignment
Develop a Mission/Vision/philosophy statement for a
new continuing care facility just opening.

Mission: Purpose
Vision: Goals
Philosophy: Direction
• How does having knowledge of how a health care facility
functions help the LPN who works on the units?

• What could you ask to see that would help you identify the
chain of command in a health care facility?

• Why do you need to know what the organization’s

philosophy, mission, values, structure and goals are?
Workplace Supports

• Employee assistance
programs
• Occupational Health
and Safety
Employee Assistance Programs
Supportive Programs:

Free, Voluntary, Confidential, short-term professional Counselling

In House (employer provided)

-may already be aware of organizational stressors. Examples?

Out House (employer recommended)

-Consult to Mental Health Counsellor
 Why have Employee
Assistance Programs?

Example
https://www.albertahealthservices.ca/asset
s/careers/careers-emp-efap-brochure.pdf
Canadian Centre for Occupational
Health & Safety (CCOHS)

Healthy Healthy Healthy

Employees Organizations Workplaces
Working Safe
Workplace safety is the responsibility of
the employers and the employees!
Workplace Violence
Research
Shows:
Workplace Violence

Horizontal Violence: act of aggression that is

perpetuated by one colleague toward another.
Lateral violence: (often interchangeable with
horizontal violence) psychological harassment
evidenced by verbal abuse, intimidation,
exclusion, unfair assignments, denial of access to
opportunities and
withholding of information.
 Workplace Bullying
Intrinsic factors
• emotional sate (e.g. anger,
burnout),
• personality style,
• beliefs and expectations,
• inadequate
communication/conflict
management skills,
• generational differences,
diversity, and racial or ethnic
differences.
Extrinsic factors
• violent workplace,
• poor nurse-physician
relationships,
• task and time imperatives,
culture,
• demands for efficiency or
productivity.
(Bartholomew, 2014).
Why are nurses at higher risk for
physical violence?
 • Contact with public in unrestricted areas
• Working alone or in small numbers
Risk Factors
• Working late or until very early morning hours
• Working in high-crime areas
• Working in Buildings with poor security
• Treating weapon carrying persons
• Working with inexperienced staff
• Working in units needing seclusion or restraint activities
• Patients waiting a long time for service
• Having overcrowded, uncomfortable waiting areas
• Lacking staff training and policies for managing crisis
Solutions to Workplace Violence

• Risk assessment based on multidisciplinary team

approach
• Use guidelines from various agencies to assist with
assessment and planning for prevention.
• CCOHS
• Ontario Ministry of Labour
• OSHA
• ANA
Workplace Violence Checklist
Checklist 1: Risk factors for workplace violence
Checklist 2: Inspecting work areas
Checklist 3: Inspecting exterior building areas
Checklist 4: Inspecting parking areas
Checklist 5: Security measures
Warning Signs?
• Low staff levels, especially during visiting hours and
meal times
• Long wait times for patient care
• Inadequate security
• Availability of money or medications within the
facility
Group Discussion:
Possible prevention
strategies to avoid
workplace violence