Plenary 1: The Hospital – A Staff Empowering ... - HPH-Conference

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Parallel Sessions Parallel Sessions 2: Thursday, April 12, 2007, 14.15-15.45 tions in health organizations are often not systematically evaluated and are rarely documented in peer reviewed journals. They also showed that interventions aimed at reducing one individual’s health risk have limited or mixed results, whereas comprehensive workplace health promotion programs have positive results. Too often, interventions target the individual rather than focusing on their environment. However, nurses’ health is not only the result of individual behavior but also of organizational behavior involving work design and organizational structures. Therefore, the need of an ecological approach to design most efficient health promoting workplace interventions will be discussed. Connex to HPH A health promoting workplace is a key dimension of a Health Promoting Hospital. During this presentation, we will emphasize the need of an ecological approach to a Health Promoting Workplace, in the context of healthcare organizations. Contact Robert BILTERYS Groupe de recherche interdisciplinaire en santé University of Montreal CP 6128 Succursale Centre-Ville H3C 3J7 Montreal CANADA +1 514 993 09 70 robert.bilterys@umontreal.ca Promoting dignity and respect as a foundation for workplace health and culture change Kate Costelloe, Patricia Owens, Anne McNeely In 2005 the Human Resources Department in Beaumont Hospital initiated a previously untested approach to implementing a national health policy promoting dignity in the workplace. This on-going work is contributing to creating the conditions to enable whole system change where staff participation and leadership at all levels of the organisation are mobilized in the service of enhanced individual and public health. The challenge was to develop a methodology that maximized staff engagement in creating a positive cultural shift in the way that staff relate to each other and understand their roles, rights and responsibilities at work. The project’s key messages around dignity and respect focused on prevention and self-responsibility rather than equipping people with the tools to solve problems after the event. Experiential learning methodologies enabled a cross section of staff to pool their knowledge to design, develop and deliver a series of multidisciplinary, customised learning events. A working vision defines the intended impact and challenges are addressed by enhancing employee relation’s strategies making extensive use of facilitation and awareness raising to empower staff and to promote a more harmonious work atmosphere with benefits for patients and staff. This was strongly underpinned by senior management commitment to pro-actively support the on-going roll-out of the programme and to quickly deal with any breaches in policy that might arise. This paper will demonstrate how with support, the practical knowledge of staff can be a real resource in providing the impetus for policy enactment beyond the co-ordinated circulation of a paper document. Cross-disciplinary interaction and experiential learning methodologies presents a radical alternative to the conventional consultation and training techniques often used to get buy-in for new policies or changes in management practices. Connex to HPH With a pro-active Dignity and Respect strategy, it’s evident that leadership from the ‘top-down’ and shared knowledge creation from the ‘bottom up’ increases the capacity to reduce employee turnover, improve working relationships and increase levels of trust. The enhanced well being of employees leads to a healthier working climate where ethical and socially responsible management practices become integral to enhancing performance and improving patient care. The focus on promoting individual health also establishes the capacity to live with constant change in the Irish Health sector for the foreseeable future. This paper invites us to consider the enormous potential for further links with health promotion in effecting sustained organisational growth. Contact Anne MCNEELY Head of Learning & Development Beaumont Hospital Beaumont Road P.O. Box 1297 Dublin IRELAND +353 1 809 23 42 katecostello@beaumont.ie “Health wins” Tamara Palkovich Employees in hospitals have to manage different demands on various levels. Health promotion provides an opportunity to enhance and ensure the well-being and health of employees, as individuals and at organizational level, by following a participative approach. The main goal is to maintain a long term effect across the board. The SMZ Ost / Donauspital decided to make the first move in becoming a healthy organization. Since March 2006 the project is carried out within the framework of the European Community's EQUAL program (development partnership “Gesundes Gesundheitswesen”), it will end in June 2007. The target groups are the employees on five project-wards. The main objectives of the project are to pro- 36
Parallel Sessions Parallel Sessions 2: Thursday, April 12, 2007, 14.15-15.45 mote health in organizations, increase job satisfaction and maintain the workability of staff. A combination of qualitative and quantitative research methods was chosen to get a differentiated picture on various topics, for example: workingconditions, health-status, time pressure. Based on the findings, measures will be developed and taken to decrease stressors and strains and to enhance resources in daily work. In addition, different activities were started to enable people to enhance their own well-being: Biofeedback as well as theoretical and practical workshops on stress management, teamwork and communication are offered in order to empower employees. The project structure, as well as the results of the surveys and the experiences in the course of the process will be presented. Health promotion is a challenge for all participants: Staff and management are involved in achieving the common purpose. Connex to HPH Our approach is based on the theoretical background and orientation of the WHO definition of health (1946), outlining health as a positive concept and emphasising social and personal resources as well as physical capacities. Another important basis is the Luxembourg Declaration on Workplace Health Promotion in the European Union (1997). The third important foundation is the model of salutogenesis (Antonovsky, 1979). All our findings and results are based on these concepts. Contact Mag. Tamara PALKOVICH EQUAL Projekt "Gesund gewinnt" AMZ Mödling GmbH Rathausplatz 3 2351 Wiener Neudorf AUSTRIA +43 223 622 914 103 palkovich@amz.at http://www.amz.at http://www.gesundesgesundheitswesen.at Mental health promotion in hospitals by multi-professional co-operation Alexandra Bautzmann A multiplicity of highly specialized professions are working together in health services. Under the increasingly changing of the basic conditions (rising costs, change of patient expectations, technology) people working in public health services have to cope with the high pressure in their working environment. Additionally the climate of communication has become worse and a long tradition of bulkheading between the individual professions could be recognized. The Institute Human Health Design (HHD) participates, under the financing of the federal social office and the European Union in the EQUAL-initiative „healthy health service”. In this context Human Health Design developed the project „Let It be “and set impulses in order to increase the work and efficiency of employees in the health service. The special attention is thereby put on the co-operation within and between the individual groups of occupations. So the efficiency in organizations of the health service can be increased on a long-term basis. This increases also the satisfaction and health of employees. Project partners of “Let it be” are altogether 13 hospitals and nursing homes in Austria. In the first project phase a questioning of employees had been accomplished. 810 persons (all groups of occupations) were asked to its personal work surrounding field, their present work situation and which change potentials are present. The results serve as basis for the treatment work in the project groups of the individual partner houses. Within the working group the main topics are in the fields of interface management, health promotion and teamwork. To make a regular exchange of experiences between the individual hospitals and nursing homes possible, quarterly meetings of the project group-leaders take place. The development partnership „healthy health service “is also member of CEMA-net, a transnational partnership of 8 European countries. Contact Mag. Alexandra BAUTZMANN, MAS Project Leader Institute Human Health Design Anton Baumgartner Str. 44/C3/7/6 1230 Wien AUSTRIA +43 676 312 14 09 a.bautzmann@utanet.at http://www.hhd.at Session 2-4: Workshop: European Network of Smoke-free Hospitals (ENSH) – Smoking cessation training programmes, best practice guidelines for smoke free psychiatric and maternity services and self audit results Bertrand Dautzenberg, Ariadni Ouranou, Ann O'Riordan, Miriam Gunning, Kathleen McLoughin, Jennifer Percival, Cristina Martinez, Christa Rustler The European Network of Smoke free Hospitals (ENSH) will present its key activities in a parallel session around the following topics: � ENSH noted that European countries provided and adapted variety of smoking cessation training practices pitched at varying disciplines. ENSH will briefly present training pro- 37
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