Discussion: Empowerment and Psychological Safety
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Discussion: Empowerment and Psychological Safety
Based on your three interviews and drawing on current literature, and from the perspective of a nurse executive’s role in supporting employee job performance and satisfaction, write an analysis that addresses, in 4–5 pages, the following points:
- Describe the three employees you interviewed, including their industries and job titles. Discussion: Empowerment and Psychological Safety
- Explain your working definitions of “employee empowerment” and “employee engagement” that are the basis of the interviews.
- Summarize how the interviewees characterized the culture of employee empowerment and engagement within their organizations.
- Analyze how employee empowerment and employee engagement within healthcare organizations compare with other industries.
- Explain your working definition of “psychological safety” that is the basis of the interviews.
- Summarize how the interviewees characterized the presence, absence, and/or degree of psychological safety within their organizations.
- Analyze how psychological safety within healthcare compares with other industries.
- Analyze how degree of psychological safety, employee empowerment, and engagement are positive or negative factors for quality care and safety issues within healthcare.
- From the position of a nurse executive, explain at least two leadership strategies you would recommend for actions to improve or sustain psychological safety, employee empowerment, and engagement within healthcare organizations. Speak generally, or specifically, to your current healthcare organization or one where you have worked in the past.
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Module 2 Assignment
Interviews on Employee Empowerment and Psychological Safety
| Planning and Arranging the Interviews | |
| Identify three individuals to interview: one in healthcare and two from other fields or industries (e.g., state/local government; business). Choose family members and friends you know well that will be comfortable answering honestly. Interview each person separately, and plan for 20–30 minutes per interview. Confirm that all answers will be confidential, and each person will be identified by a pseudonym in the Assignment you submit. Note: You must request each person’s signature to confirm the interview. Fill in the information below, print out Page 1, and obtain the signatures. Scan and submit Page 1 with your completed Assignment. Discussion: Empowerment and Psychological Safety | |
| Interviewee #1 Healthcare | |
| NameMichelle James
Job Title Resource Nurse Operating Room Years in Position15 years Relationship to You Coworker |
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| Signature: | |
| Interviewee #2 (Industry) | |
| Name
Job Title Years in Position Relationship to You |
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| Signature: | |
| Interviewee #3 Aviation/Communication | |
| NameShaver Maloney
Job Title Corporate Communications Manager Years in Position 3 years Relationship to You Friend |
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| Signature: | |
| Conducting the Interviews | |
| There are five sets of questions, which are repeated below for each interview. Also develop a working definition of “employee empowerment” and “psychological safety,” based on your own understanding, to anchor the interviews for you and to explain to your interviewees, as needed. Take notes on each person’s responses in the spaces on the right. If you record the interviews, be sure to get each person’s permission before you begin. You are still encouraged to take notes on the person’s responses as a safeguard in case there is a problem with the recording. | |
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Questions
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Interview #1 Healthcare |
| 1. What does “empowerment” mean to you as an employee?
Note: Share your definition, as needed, and compare perspectives. |
1: Responses: Empowerment is the opportunity to be given extra leverage or authority to complete tasks and making decisions without being told to what to do under certain circumstances. |
| 2. Is autonomy in your job important to you? Why, or why not?
Can you provide examples of how you are able to exercise autonomy in your job?
Can you provide examples of areas where you would like to have additional autonomy but are constrained at this time?
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2: Responses
yes, autonomy is important. Providing me the opportunity to make decisive decisions based on years of experience and understanding what is right from what is wrong empowers me in a positive way to complete any task given to me within the work environment. No autonomy is micro-management, and to grow professionally, one needs the opportunity to make decisions and act upon it without the fear of retribution or ridicule. Having autonomy sets you apart from the rest. It allows you to grow and improve on leadership skills that will further ensure you grow in your work environment. It also allows you to feel respected for your forward-thinking and critical judgment. Discussion: Empowerment and Psychological Safety
One of the ways I exercise autonomy would be to assigning breaks for the team within the operating room without any influence from the in-charge nurse. I am also able to identify nurses who are capable of working in the orthopedic operating room as a team to deliver care to patients in an operating setting that can be very challenging and demanding sometimes. I think having overall control of assigning breaks to the designated OR I am lead for would be a good start. Having the years of experience and knowledge on how cases are completed based on time gas given me the extra knowledge on how individuals can take breaks. Sometimes it may not be practical but that’s where experience comes in. In healthcare, you have to be careful about how you use autonomy as patient safety is important. Other areas include working with the vendors, making decisions about equipment and supplies. It would be nice to be able to be part of the purchasing team as it relates to equipment and supplies for the orthopedic OR.
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| 3. Thinking about your organization (or department, unit):
Have you been asked for input/advice on organizational (or department/unit) goals or processes? – If yes, is it important to you to give your opinion on organization-wide (department/unit) issues? Why, or why not? – Can you give examples of how you have provided input, and to what extent you felt your views were taken seriously, valued, and acted upon? (Probe as needed to uncover meaning in the answers.) – If no, would you like to be consulted? Why, or why not?
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3: Responses
Ans: Yes, I have, and I feel more fulfilled now than I did years ago. Yes, because it is suitable for professional growth and development. As a frontline staff, you are at the epicenter of what goes on, and you have first-hand knowledge of what happens and is needed to improve services within your department. This also gives you the opportunity to lead one day and make the right decisions, because not only are you giving input, but you can learn why the advice may not work for a given situation. Upon observation, over the years, I realized that we keep opening sets to remove an implant that only requires a few items from the set. So I approached my manager and put forward having a removal set that would be good to remove implants from both femur and tibia without having to open the sets as if we were putting in the implants. I also stated we could create the set based on extra instruments in various sets. As such, the removal set was created and has been used. I felt terrific when I saw that the set was created and I was ask for additional feedback on what else I thought would have been needed. This told me that my input was valuable, and they took it seriously.
I can give further input on better ways to improve how we store our equipment and how best to schedule cases for the OR list, but because I am not a manager or assistant unit manager, I doubt I would get that chance. I also believe I could gain a better vendor relationship if allowed.
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| 4. How would you describe decision- making authority in your organization: Is it limited mainly to individuals at senior levels? Or are decisions made at multiple organizational levels?
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4: Responses
So decision-making authority is a two-way street. It cannot be done by one person alone, and I believe all parties must have a mutual agreement as it relates to the decision to be made. If only one party makes a decision after much dialogue and the other still disagree, then it cannot be decision-making autonomy. It is like a patient who is diagnosed with diabetes and goes to the doctor, and the doctor decides what treatment to apply without thinking about the patient’s values and preferences, and priding the patient with all available treatment options and the pros and cons. If the patient is provided all this information, then they will, along with their physician, make an informed decision. So, decision-making autonomy applies the same rules, available options, pros, and cons of the options benefit to the organization and other stakeholders, listening to the views of everyone and then finally weighing the cost of all options and deciding on the best approach. Yes, decisions are also made at multiple organization levels.
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| 5. Do you feel comfortable making suggestions about:
– How work is done in your organization (department/unit)?
If you see a problem, are you comfortable pointing it out?
– If yes, what accounts for your comfort? – If no, what accounts for your reluctance or holding back?
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5: Responses
Yes
Yes
Yes
My years of experience, self-confidence and rapport with those I work with.
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Questions |
Interview #2 (Industry) |
| 1. What does “empowerment” mean to you as an employee?
Note: Share your definition, as needed, and compare perspectives.
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1: Responses |
| 2. Is autonomy in your job important to you? Why, or why not?
Can you provide examples of how you are able to exercise autonomy in your job?
Can you provide examples of areas where you would like to have additional autonomy but are constrained at this time?
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2: Responses |
| 3. Thinking about your organization (or department, unit):
Have you been asked for input/advice on organizational (or department/unit) goals or processes? Discussion: Empowerment and Psychological Safety – If yes, is it important to you to give your opinion on organization-wide (department/unit) issues? Why, or why not? – Can you give examples of how you have provided input, and to what extent you felt your views were taken seriously, valued, and acted upon? (Probe as needed to uncover meaning in the answers.) – If no, would you like to be consulted? Why, or why not?
Why do you feel constrained?
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3: Responses |
| 4. How would you describe decision- making authority in your organization?
Or are decisions made at multiple organizational levels?
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4: Responses |
| 5. Do you feel comfortable making suggestions about:
– How work is done in your organization (department/unit)? – The direction of the organization (department/unit)?
If you see a problem, are you comfortable pointing it out? – If yes, what accounts for your comfort? – If no, what accounts for your reluctance or holding back?
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5: Responses |
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Questions
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Interview #3 (Industry) |
| 1. What does “empowerment” mean to you as an employee?
Note: Share your definition, as needed, and compare perspectives.
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1: Responses
Empowerment to me as an employee means giving me the latitude to carry out my duties fully. My superiors allow me to carry out the tasks fully without intervening and review after I have completed them. |
| 2. Is autonomy in your job important to you? Why or why not?
Can you provide examples of how you are able to exercise autonomy in your job?
Can you provide examples of areas where you would like to have additional autonomy but are constrained at this time?
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2: Responses
Yes autonomy is important as I overseas communications over a large geographical area and so being free to make decisions which I judge to benefit the company helps me to work more effectively. I am able to set up and execute regional and international interviews without seeking permission.
I would like autonomy in sending out statements and briefs from my company. However these must receive formal approval from my superiors and at times this creates a bottleneck and by the time they are released it is too late. |
| 3. Thinking about your organization (or department, unit):
Have you been asked for input/advice on organizational (or department/unit) goals or processes? – If yes, is it important to you to give your opinion on organization-wide (department/unit) issues? Why, or why not? – Can you give examples of how you have provided input, and to what extent you felt your views were taken seriously, valued, and acted upon? (Probe as needed to uncover meaning in the answers.) – If no, would you like to be consulted? Why, or why not?
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3: Responses
Yes. I am able to help in the planning of my department and organization. It is important as communication is a key part of a company’s role and if executed properly can remove several of the barriers that exist. During my tenure we have been able to improve internal communication and grow our external relationships with the press. Discussion: Empowerment and Psychological Safety
My views are taken seriously as I am consulted on many major decisions and informed following most executive decisions for my input. At times I feel that communications is not considered and the fallout from decisions are left to be communicated by my position both externally or internally. If the communication element was included, then maybe a different decision or a better outcome may have been taken. One example is in negotiations with the unions who tend to use the media for sounding their grievances following the meetings with the company. If communication was factored in a joint release or a better angle on the issue would be provided to the press. |
| 4. How would you describe decision- making authority in your organization?
Or are decisions made at multiple organizational levels? |
4: Responses
Major decisions are made at the executive level. While there is some autonomy at the lower levels, most decisions still have to be ratified by the executive management. |
| 5. Do you feel comfortable making suggestions about:
– How work is done in your organization (department/unit)? – The direction of the organization (department/unit)?
If you see a problem, are you comfortable pointing it out? – If yes, what accounts for your comfort? – If no, what accounts for your reluctance or holding back?
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5: Responses
I am comfortable making suggestions. However I tend to put these in writing and note that they are suggestions as some departments are territorial. I am able to share my views which at times “ruffles some feathers.’ However, I am able to say that due to my openness and ability to speak from a fact driven/data standpoint, my opinions and suggestions are considered. |
| Comparing and Analyzing the Interviews | |
| When you have completed all three interviews, review each individual’s responses and experiences, focusing particularly on each interviewee’s sense of empowerment, engagement, and psychological safety at work. Compare and contrast the responses, with the goal of arriving at clear conclusions on how degree of employee empowerment, engagement, and psychological safety influences job performance, satisfaction, and morale.
Compare and contrast the responses of the individual who works in healthcare and your own experiences in professional practice in healthcare to the responses of your interviewees working in other areas. Consider conclusions you can make about employee empowerment, engagement, and psychological safety in healthcare compared with other professions. |
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| Completing the Module 2 Assignment | |
| In a separate Word document, write 4–5 pages to produce an Interviews Summary and Analysis that includes the following:
· Describe the three employees you interviewed, including their industries and job titles. · Explain your working definitions of “employee empowerment” and “employee engagement” that are the basis of the interviews. · Summarize how the interviewees characterized the culture of employee empowerment and engagement within their organizations. · Analyze how employee empowerment and employee engagement within healthcare organizations compare with other industries.
· Explain your working definition of “psychological safety” that is the basis of the interviews. · Summarize how the interviewees characterized the presence, absence, and/or degree of psychological safety within their organizations. · Analyze how psychological safety within healthcare compares with other industries. · Analyze how degree of psychological safety, employee empowerment, and engagement are positive or negative factors for quality care and safety issues within healthcare.
· From the position of a nurse executive, explain at least two leadership strategies you would recommend for actions to improve or sustain psychological safety, employee empowerment, and engagement within healthcare organizations. Speak generally, or specifically, to your current healthcare organization or one where you have worked in the past. |
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| Final Submission
In two separate Word files: · Interviews Summary and Analysis · Interviewees Information and Confirmation Signatures (Page 1 from this document) |
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Discussion: Empowerment and Psychological Safety
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