Deborah Jamieson and the University College London Hospitals Harvard Case Solution & Analysis

Deborah Jamieson and the University College London Hospitals Case Solution

Changes taken by Deborah and her Colleagues at University College London Hospitals

Introduction of the University College London Hospital

University College London (UCL) was founded in 1994. It was established in London and involved eight specialist hospitals when it commenced new University College Hospital (UCH) in 2005. It served to the citizen of the region, commuters, and visitors in London. Although it was famous due to its services in worldwide, but association with the Royal Free & University College London Medical School has privileged it to become a leading hospital in London. The reason for dominance among Hospitals was the education, research, and the training that University College London Medical School used to leverage. The mission statement of University College School depicts that they focus on care of the patient, advancement in its research, and excellent education.

University College London Hospital received a three-star rating in annual ratings of Healthcare Commission's in 2004. In 2004, University College London Hospital increased its employees by 6,000. These employees included 1,000 working stat and 400 midwives, nurses, and healthcare assistants. It achieved much balance among rate of turnover of the staff in this year. The turnover rate got lower from 20% to 18%. It also reduced the absent rate from 5% to 3.5%.

Deborah was appointed as the director of National Health Services (NHS) Trust in University College London. She had worked previously as a Practice Director and Physician Agent for approximately 11 years in USA. Hence, she found a great difference between the both cultures. She was even amazed by the labors working in National Health Services in University College London Hospital.

Analysis of working condition in National Health Services in University College London Hospital

University College London Hospital possessed hardworking staff. It held its nurses and other working staff who were working with the hospital without getting any recognition, gratitude, or support. In UK, nurses were not appreciated for their job. It was also criticized by Deborah that there were much differences among roles and responsibilities of doctors and nurse practices between UK and USA. She elaborated that nurses in US had more surgical practices. For instance, the nurses needed to know the clinical examination skills. However, in the UK, these skills were not taught to nurses. It was also argued that doctors in UK were not satisfied enough with nurses to let them handle critical tasks.

Lack of Motivation among Nurses

In the UK, it was common for nurses to check the hospital ward. They had to assure that they were happy with taking those responsibilities on the behalf of hospitals. There were nurses who were accountable for negligence if something occurred during hospital operations. There was incredible liability extended towards hospital or trusting nurses that were working with the hospital. They were not informed about the malpractice claims.

However, Deborah made her contributions in order to maintain the legal actions taken by nurses. She has leveraged many training sessions that enabled nurses to understand legal accountability in the UK. Hence, in University College London Hospital malpractice claims in National Health Service increased from £2.9 to £6.2 billion. Nurses got awareness of the legal claims through training from Deborah, and they were astonished that how much these practices were blocked in the UK among recent years in past.

Deborah also highlighted the practices of nurses at University College London Hospital. She elaborated that nurses in UK had a need to develop their skills in accordance to modern standards. It is necessary for nurses worldwide to communicate appropriately in Hospitals' environment, especially with the doctors. They should possess definite and precise information. They are not familiar with the symptoms and diagnoses of patients. Therefore, they require training that can help them in understanding patients. Training should be enlarged for improving nurses’ performance...................

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