Just Culture in Health care

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  • 1. Just Culture Ahmad Thanin
  • 2. Definition • It is refer to a safety-supportive system of shared accountability where health care organizations are accountable for the systems they have designed and for responding to the behaviors of their staffs in fair and just manners.
  • 3. is there any possibility for error
  • 4. Who we are going to blame?
  • 5. How do you describe this behavior?
  • 6. Do you have comment?
  • 7. What is the difference?
  • 8. • Why did these accidents happen? • What can we do to prevent them from happening again? • How do we judge the people involved?
  • 9. How would your organization deal with ? 1- Wrong prescription from a doctor. 2- Ignoring the patient ring bell. 3- Nurse miss 2 dose antibiotics. 4- Giving fake lab result. 5- Sleeping on duty, 6- Pre-Documentation. 7- Leave duty without endorsement
  • 10. The past The present • The culture of health care in the past focuses on placing blame on healthcare providers whenever there was an error or bad outcomes occurred. With this kind of culture, health care providers were hesitant to report any errors due to fear of punishment. As a result such occurrences were never reported.  To improve reporting of errors, organizations moved to blameless culture, however, this type of culture did not succeed due to lack of accountability and the practice did not promote a learning environment that promoted patient safety.  Today, the focus of health care is patient safety and “Just Culture” balances the assessment of systems, processes and human behavior when an error or event is reported.
  • 11. Goal of Just Culture The goal of a “Just Culture” environment is to design safe systems that will reduce the opportunity for human error and capture errors before they reach the patient. Safe systems should facilitate the staff to make good decisions and should make it more difficult to make an error. However, it is up to individuals to manage their behaviors and choices.
  • 12. The Just Culture Model
  • 13. Mission To contribute to the health of our community through the provision of quality services delivered in a compassionate and cost effective manner. We collaborate with others in the community to improve the quality of life. Values • Dignity • Collaboration • Justice • Stewardship • Excellence
  • 14. Three basic duties  Duty to produce an outcome. If an individual knows the desired outcome and should be able to produce it (e.g., safe removal of an inflamed appendix), failure to do so represents breach of this duty. Did the employee breach a duty to produce an outcome?  Duty to follow a procedural rule. If the individual knows the proper procedure and it is possible to follow the rule (e.g., the procedure for inserting a central venous catheter), failure to do so represents a breach of this duty. Did the employee breach a duty to follow a procedural rule in a system designed by the employer?  Duty to avoid causing unjustifiable risk or harm. Breach of this duty harm occurs when an individual intentionally harms the patient or acts recklessly. Did the employee put an organizational interest or value in harm’s way?
  • 15. Breech Organizations must recognize that humans make mistakes. It is the behavior choices that must be manage. The behaviors to be expected when assessing an event are: 1. 2. 3. Human error -inadvertent action; inadvertently doing other that what should have been done; slip, lapse, mistake. At-risk behavior –behavioral choice that increases risk where risk is not recognized or is mistakenly believed to be justified. Reckless behavior -behavioral choice to consciously disregard a substantial and unjustifiable risk.
  • 16. Consequences
  • 17. Why should we put just culture into practice? • There is a need to learn from accidents and incidents through safety investigation so as to take appropriate action to prevent the repetition of such events.
  • 18. Human Errors Examples
  • 19. At Risk Behavior
  • 20. Reckless Behavior
  • 21. Thank You