scholarly journals DEMENTIA-FOCUSED PERSON-DIRECTED CARE TRAINING IN THE NURSING HOME: FIDELITY AND OUTCOMES

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S380-S380
Author(s):  
Joann P Reinhardt ◽  
Orah Burack ◽  
Verena Cimarolli ◽  
Audrey Weiner

Abstract To address the behavioral health of nursing home (NH) residents living with dementia, training direct care staff (DCS) is essential, for the well-being of both residents and staff. We evaluated a training for DCS focused on providing care for persons with advanced dementia who are at-risk of not having care needs met, largely due to communication deficits. Staff were trained in promoting comfort and reducing distress through person-directed care (PDC), deeply knowing each resident, and anticipating needs. Subsequent fidelity interviews with staff showed a higher number of PDC practices utilized by staff in the intervention communities compared to usual care. We also compared the impact of the PDC model versus a traditional model of NH care on resident clinical outcomes, finding a significant interaction where those in the intervention group had fewer clinical symptoms over a 6-month period. Implications for training in the NH setting will be discussed.

2009 ◽  
Vol 24 (1) ◽  
pp. 54-62 ◽  
Author(s):  
Sarah B. Laditka ◽  
James N. Laditka ◽  
Carol B. Cornman ◽  
Courtney B. Davis ◽  
Jane V.E. Richter

AbstractPurpose:The purpose of this study was to: (1) explore experiences and responses of staff in caring for sheltered, frail, Hurricane Katrina evacuees; and (2) identify how planning and training can be enhanced for staff who may care for frail older populations during and after disasters.Methods:Individual, in-person, semi-structured interviews were conducted with 38 staff members in four nursing homes in Mississippi, sheltering 109 evacuees in November 2005, nine weeks after Hurricane Katrina.Twenty-four were direct care staff, including certified nursing assistants, licensed nurses, dietary aides, and social workers; 14 were support staff, including maintenance and business managers. The number interviewed in each nursing home averaged 9.5 (range 6–15). Using a discussion guide and focusing on their experiences caring for nursing home evacuees, staff were asked to describe: (1) experiences; (2) problems; (3) what helped; and (4) what was learned. Data were processed using grounded theory and thematic analysis. Responses of direct care staff differed in emphasis from those of support staff in several areas; responses from these groups were analyzed separately and together. Three of the researchers identified recurring themes; two organized themes conceptually.Results:Staff emphasized providing emotional reassurance to evacuees as well as physical care. Many described caring for evacuees as “a blessing,” saying the experience helped them bond with residents, evacuees, and other staff. However, caring for evacuees was difficult because staff members were extremely anxious and in poor physical condition after an arduous evacuation. Challenges included communicating with evacuees' families, preventing dehydration, lack of personal hygiene supplies, staff exhaustion, and emotional needs of residents, evacuees, and staff. Teamwork, community help, and having a well-organized disaster plan, extra supplies, and dependable staff helped personnel cope with the situation.Conclusions:Staff of nursing homes that sheltered Katrina evacuees demonstrated resilience in the disaster's aftermath. Many placed the well-being of residents as their first priority. Results underscore the importance of planning, teamwork, and adequate supplies and staffing. Training for long-term care staff should emphasize providing emotional support as well as physical care for residents and evacuees during and following disasters. Nurses, social workers, and other staff members responsible for promoting emotional well-being for nursing home residents should be prepared to respond to disasters.


2019 ◽  
Vol 24 (3) ◽  
pp. 101-107
Author(s):  
Konstantinos M. Ntinas

Purpose Direct care staff may be resistant to the use of behavioural interventions. Whilst some research suggests that resistance to the cost of behavioural interventions is one factor of influence, there is lack of research exploring why staff are influenced by the cost. The purpose of this paper is to explore this issue. Design/methodology/approach In this paper, the phenomenon of resistance is analysed with the help of behavioural economics and of the behavioural perspective model (BPM). Findings The resistance to the cost of behavioural interventions is correlated with the low quality of the working environment and ways in which staff might attend to factors which protect their own well-being. Practical implications Services might need to focus on the ways in which behavioural interventions protect staff’s well-being. Originality/value This paper explores the use of the BPM and of behavioural economics as conceptual tools for the analysis of the factors leading to non-adoption of behavioural interventions.


2019 ◽  
Vol Publish Ahead of Print ◽  
Author(s):  
Emma D. Quach ◽  
Lewis E. Kazis ◽  
Shibei Zhao ◽  
Sarah McDannold ◽  
Valerie Clark ◽  
...  

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S359-S359
Author(s):  
Nancy Kusmaul ◽  
Gretchen Tucker

Abstract Implementation of culture change in nursing homes shifts the care model from a traditional, more medically focused approach to person-directed care. Person-directed care promotes resident autonomy and decision making and the empowerment of direct care staff. In this paper, we examine how different stakeholders in nursing homes (residents, family members, direct care staff, administrative staff) conceptualize and experience a selection of person-centered care concepts (consistent assignment, meal choice, waking/bedtime practices, and bathing). We describe the commonalities and differences in the ways different groups of stakeholders operationalize these core person centered care practices and describe areas of potential conflict of views. Lastly, we consider how the well-being and quality of life for residents is affected by the use of these practices.


2019 ◽  
Vol 12 ◽  
pp. 160-169 ◽  
Author(s):  
Christina Chancey ◽  
Cynthia Weihl ◽  
William B. Root ◽  
Ruth Anne Rehfeldt ◽  
Donnell McCauley ◽  
...  

2021 ◽  
Vol 26 (3) ◽  
pp. 160-168
Author(s):  
Faye Banks ◽  
Amy Fielden ◽  
David O'Sullivan ◽  
Barry Ingham

Purpose Research into culture within intellectual disability services, has predominantly focussed on small group homes in Australia. The current investigation aimed to explore the transferability of the dimensions of culture identified in the literature, to a residential Intellectual Disability service in the UK. The purpose of this study was to better understand the impact of informal culture upon the behaviour of direct care staff, particularly around managing behaviour that challenges. Design/methodology/approach Semi-structured interviews were conducted with direct care staff. Interview transcripts were analysed thematically using template analysis. Findings Themes regarding leadership, perceptions of managers, team functioning, and relationships between direct care staff and service users, were identified, corroborating the existing literature. Additional themes relating to being aware of the risks posed by service users, and the emotional impact of behaviour that challenges, also emerged. Originality/value To the best of the authors’ knowledge, this is the first qualitative study to explore informal culture within a community residential Intellectual Disability service in the UK.


2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S62-S63
Author(s):  
Emma Quach ◽  
Lewis Kazis ◽  
Shibei Zhao ◽  
Sarah McDannold ◽  
Christine W Hartmann

Abstract Nursing home safety climate in nursing homes reflects norms and attitudes about the safety of residents and is a key driver of safety. We investigated views of direct care staff and senior managers in 56 Department of Veterans Affairs nursing homes, because prior hospital studies reveal incongruent views of these two groups, which compromises quality of care. Each domain of the previously validated CLC Employee Survey of Attitudes about Resident Safety (CESARS) served as a dependent variable, with occupation as the major independent variable distinguishing senior managers (the reference group) from licensed nurses, nursing assistants, and clinicians/specialists. Mixed random effect models controlled for job tenure, work shift, ≤ 40 weekly work hours or more, as well as clustering effects (by VA hospitals, VA service networks, and geographic regions). We analyzed responses of 1316 direct care staff and senior managers, a 26% response rate. Senior managers were more favorable about their co-worker interactions regarding safety and their nursing home globally than each direct care staff group (small to moderate effects or ⅓ to ½ of a standard deviation) (p < 0.05). Direct care staff had comparable ratings on these two safety climate domains. We found incongruence between senior managers and direct care staff in their perceptions of their facility’s safety. Results imply that regular and open conversations between direct care staff and senior managers around safety may keep senior managers informed about frontline safety issues and direct care staff about high-level quality improvement initiatives, bringing them closer to a mutual understanding.


2016 ◽  
Vol 21 (2) ◽  
pp. 54-60 ◽  
Author(s):  
Jennifer A Rhodes ◽  
Sandy Toogood

Purpose – Active support (AS) influences the way staff support people with intellectual disabilities to take part in everyday activities. Changes in work practices may affect job satisfaction. The impact of AS on job satisfaction has not, however, been widely studied. Job satisfaction is linked with levels of staff turnover and the overall quality of services provided to people with intellectual disabilities (Coomber & Barriball, 2007; Hatton et al., 2001). The purpose of this paper is to describe an evaluation of job satisfaction amongst 38 direct care staff working in intellectual disability services before and after AS was implemented. Design/methodology/approach – A single group, repeated-measures design was used. In total, 38 members of direct care staff received AS training. Data on job satisfaction were collected before, and after, AS was implemented. In total, 19 members of staff took part in a follow-up 12 weeks later. Findings – There was a significant increase in reported job satisfaction following the implementation of AS. Subscale analysis revealed that the most significant increases in job satisfaction were related to areas directly targeted by AS, including satisfaction with skill level and satisfaction with amount of time spent with service users. Originality/value – Implementing AS may provide an added benefit for direct care staff, who feel more satisfied at work. While a significant number of papers have been published focusing on the benefits of AS, no papers have specifically looked at the impact that the intervention can have on job satisfaction.


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