INCLUDE A BIBLICAL INTEGRATION AND AT LEAST 2 PEER-REVIEWED SOURCE.Write a Post of 350–400-word reply to each Discussion, include a biblical integration and at least 2 peer-reviewed source citations in current APA format in addition to the text.

Write a Post of 350–400-word reply to each Discussion, include a biblical integration and at least 2 peer-reviewed source citations in current APA format in addition to the text.

Discussion #1

As the administrator in charge of reducing errors related to surgery, I know that efforts and built- in strategies of my human resource team should be tapped into to correlate success to enable and develop the different professionals under my charge.

Surgical errors are included but not limited to wrong patient, wrong surgery, and wrong site. These errors result in common negligent lawsuits however there processes to reduce surgical errors from taking place. (Pozgar, 2016).

Tips for avoiding wrong-site surgeries include clearly marking surgical site, “the surgeon and patient must participate to confirm the marking of the preoperative marking prior to surgery. (Pozgar, 2016, p.244).”

Tips to reduce wrong patient error surgery are having patient’s medical record on hand available for reference and periodic identify confirmation against wrist identification bracelet (Pozgar, 2016).” Methods executed for preventing operating room objects from being left in surgical site include sponge and instrument counts, use surgical sponges with radiopaque threads and implement X-Rays to detect and discover any objects left in the operative wound (Pozgar, 2016, p.246).”

Training and development should be a bedrock focus of any human resources component as “training and development are the most important activities enabling a progressive health care organization to attain future goals and objectives (Pynes & Lombardi, 2011, p. 289).” Overall health care organizations are comprised of different professionals who bring “a unique set of skills to clinically and commercially specialized areas (Pynes & Lombardi, 2011, p. 290).”

There must be a medium a focus in which to consolidate, cross-reference and streamline safety practices as they pertain to training and patient wellness before breaking off and taking a hard training look as it pertains to each professional i.e. surgeons or anesthesiologists. As there are varyingly levels of skills and competencies throughout my staff development is required. Essentially to hon, uniform, and “enhance the individual competence of highly skilled personnel is a… building block of organizational excellence (Pynes & Lombardi, 2011, p. 290).”

Human resource management teams training and development efforts should include “strategic objectives, tactical positioning of organization and unique demands specific to the organization (Pynes & Lombardi, 2011, p. 289).” In doing so organization will positively forwarded and advanced through training and advancement.

Biblical integration can be applied in full circle and all-inclusiveness of knowledge approach that can be obtained from teaching and training. 2 Timothy 3: 16-17 reminds readers “All Scripture is breathed out by God and profitable for teaching, for reproof, for correction, and for training in righteousness, that the man of God may be competent, equipped for every good work (The Holy Bible English Standard Version, 2016).”

Believers and health care professionals viewing teaching and correction as a means to bring forth component and equipped good work for the Lord and man would add greatly to change the culture of a hospital. The training and development activities I would implement to change the culture of the hospital in regard to reducing patient care errors would be those that highlight past errors and get ahead of current trends in errors and safety before they can happen within the organization.

Despite all efforts that an organization’s human resource team drives health care professionals must play an active dedicated role developing their own personal surgery safety success and growth. “Frontline operations…should discard outdated textbook…guidance…and have the personal onus to learn, adopt, and apply new approaches to performance improvement (Ngee Goh, 2014, p.161).” Senior managers and human resource professionals must recognize and get ahead of “changing requirements for progress on the journey excellence and propagate the needed insights to the organization (Ngee Goh, 2014, p.161)” in continuous facilitated training and development.

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