The goal of the community project is to create a secure working environment free from mental and physical violence. There is a range of violence that occurs in health care facilities from different people like patients, those with mental illness, family members of patients as well as other outsiders (Bordignon & Monteiro, 2016). Each violence requires different tactics to handle, and therefore, there is need to make proper decisions on what the community who are nurses, doctors, and other staff need depending on the potential violence, their experience, and abilities. The decision making process on the exact type of training whether mental or physical skills follows four stages. The first one is forming a group of representatives of all stakeholders which includes departments and different hospitals. Each group of people within the hospitals have different, needs, goals and priorities on security training. The young nurses, for example, may prefer physical skills first because they are energetic while doctors who are old might prefer mental abilities to deter violence before it occurs. It is, therefore, necessary to have an all-inclusive group.
The next step after forming the group is a forum of identifying the strategy to set priorities. Different groups will have different priorities, but there is a need to have a uniform goal and process. The group will, therefore, help to identify the process of coming up with the order of priority without being bias. The group will later determine the preferences of each represented departments and combine them to form a joint stipulation of priority on training whether they need mental, physical or both skills and the one to start. Also, within the mental ability, there are strategies to evaluate, recognize and manage the risk. The group will help to identify the most critical skill they feel will help them more to give priority. The next step in the decision-making process is to establish a means of engaging the broad community to hear the views on the identified priorities. The community will later discuss in their respective department groups the priorities and offer their concerns for adjustment or support. The last step in making a decision is to analyze the feedback form the various hospital staff and decide on the needs and what training to start.
Ensuring Community Voice is Heard
One of the ways I ensured that the community voice is heard is through consultation. I created a group that would represent the hospital staff first to give their voices and have a clear picture of what the community needs or the priority on training for safety. The step I took before settling on the specific training so that I can include the views. Another way I ensured that the community voices were heard is by giving all of the stakeholders without intermediaries a chance to evaluate what the group proposed (Du Plessis, & Van 2013). The process ensured that every member contributed to the proposal and that the group included their needs. It would be hard to claim that the project represented the community voices without including their views. The feedback I received from the proposal evaluation informed further the project plan. I added what most of the members said that it was missing as well as adjusting the program to follow their suggestions. The final plan, therefore, was having a brand made from different people’s opinions which means that it was a representation of the nursing community.
Bordignon, M., & Monteiro, M. (2016). Violence in the workplace in Nursing: Consequences overview. Revista Brasileira de Enfermagem.
Du Plessis, C., & Van Dyk, A. (2013). Integrating the community voice into service learning: Engaging with communities. Service Learning in South Africa, 59-84.