The Violence Among the Health Workers Paper Example

The Rationale for the Methods Used in Collecting the Outcome Data

The research studies the violence among the health workers in an acute care setting caused by aggressive patients or visitors. It uses Roger's diffusion of innovation change model to aid in the implementation of policies that will be used to reduce incidences of workplace violence in a healthcare facility (Diebolt et al., 2016). The study employs a mixed methods approach consisting of questionnaires that are used to collect data from physicians, nurses, and security, and interviews that to gather views of target supervisors and human resource personnel. Generally, questionnaires will help obtain a massive amount of data from a large group of the sample. The open questionnaires used in the study are critical to obtaining qualitative data since the respondents will have an opportunity to elaborate on their answers. Interviews usually have a high response rate and reveal detailed information regarding the interviewees' perception, feelings, and opinions.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

Ways in Which the Outcome Measures Evaluate the Extent to Which the Project Objectives are AchievedThe outcome measure evaluates the degree to which the objectives of the implementation of the model have been achieved through the use of indicators. Indicators can be categorized into either process indicators or impact indicators where the former helps express the outputs of the project while the latter measure the broader results achieved by project activities and outputs (Holbrook et al., 2018). Process indicators will, for example, show the total number of healthcare personnel trained and educated on relevant policies and procedure to prevent workplace violence and conflict. Impact indicator will indicate the percentage of reduction in the number of violence among the healthcare staff and visitors or patients.

How the Outcomes will be Measured and Evaluated Based on the Evidence

The outcomes of the interventions are measured using the results qualitatively, quantitatively, or mixed method. Typically the evaluation of the outcomes of the implementation process is measured using surveys and to minor extent observations or interviews since they adequately cover the process and implementation. According to Butcher et al., (2018), qualitative approach collects and analyses data of various natures to explain the puzzle that results from the quantitative effect of the intervention outcome. Since the data is obtained directly from the individuals affected by the intervention, these results increase the reliability of the information collected.

Quantitative method is used to quantify the perceptions of the intervention process by developing and using process evaluation scales. These scales may include personnel participation, the degree of implementation, and stakeholders support. Qualitative methods are scientific since they are usually methodical increasing the validity of the outcomes measured (Butcher et al., 2018). The mixed method involves using the data from both qualitative and quantitative techniques to increase the clarity of the different results obtained. It will help shed light on the types of knowledge of intervention that is derived from the other two techniques, increasing the reliability of the outcomes achieved.

Strategies to Take if Outcomes Do Not Provide Positive Results

The existing knowledge regarding the violence in the workplace between the targets groups will not advance when the conclusion of the outcomes show nothing new. Whenever the outcomes show results that are not positive, it is critical that an analysis of what caused the failure to be conducted. When the issues arise from the methodologies or the change model used, the process of outcome assessment should be redone, by employing different techniques and models. When the resulting outcomes that are positive are not due to methodological issues or change model, and that there is nothing new discovered, it is not compulsory to start the process again.

Implications for Practice and Future Research

After the implementation of the change model using Roger's diffusion of innovation theory, the healthcare stakeholders will develop policies that will communicate the unacceptability of violence at work. They will also develop mechanisms that will be used to alert the staff whenever there is a patient or a visitor prone to violence within the facility and create adequate procedures to review violence incidents in the institution (Ramacciati et al., 2016). Future research should be conducted to determine the factors that influence the implementation of the Haddon matrix in reducing violent incidents in hospitals.

References

Butcher, H. K., Bulechek, G. M., Dochterman, J. M. M., & Wagner, C. (2018). Nursing Interventions Classification (NIC)-E-Book. Elsevier Health Sciences.

Diebolt, C., Mishra, T., & Parhi, M. (2016). Integrating Models of Diffusion: A Conceptual Framework for Research. India Studies in Business and Economics, 45-63.doi:10.1007/978-3-319-32744-0_3

Holbrook, C. M., Bixler, D. E., Rugala, E. A., & Casteel, C. (2018). Workplace Violence: Issues in Threat Management. Routledge.

Ramacciati, N., Cecagnoli, A., Addey, B., Lumini, E., & Rasero, L. (2016). Interventions to reduce the risk of violence toward emergency department staff: current approaches. Open Access Emergency Medicine, 17. doi:10.2147/oaem.s69976